Recently, I had a conversation with a longtime friend and former client who has an impeccable resume. CMO of many companies, deep experience, and a track record that would be the envy of any professional. I’ve always thought of him as innovative, creative, and one of the marketing gurus in the industry. He is 58 years old (hold that thought).
As he has been talking to executive recruiters and headhunters, he is being told .. “you are too old”…“why don’t you think about retiring”…”your resume/experience is sterling…but”
This is the shocking behavior of so-called executive recruiters who continue to promote the ageist thinking that is prevalent in their world. Where are the progressive recruiters? Where are the progressive search firms that push the C-Suite and other hiring managers to break through their own discriminatory thinking?
This has to be spearheaded not only by the big firms but also the boutique firms. Stand up.
Push back. Be the ones who value what a 50+ employee or manager brings to the table.
I had my own experience with a Board that I serve on. After an extensive search, a man in his 60’s emerged as the best candidate to lead the organization. His background, knowledge, and experience are impeccable. We hired him and he is making an extraordinary mark on our organization. Thanks to an open-minded Board, we made the responsible choice.
At ROAR, we hope to take this on—in business, government, and organizations that have embedded ageism into their recruiting and hiring practices. #ROARforward.
