# Ageism: The Truth HR Won't Admit

## Метаданные

- **Канал:** The Companies Expert
- **YouTube:** https://www.youtube.com/watch?v=1aCS6SJRZ-g
- **Источник:** https://ekstraktznaniy.ru/video/40957

## Транскрипт

### Segment 1 (00:00 - 04:00) []

Just remember this. A lot of the stuff that they will tell you in HR, like some of the strange and unnatural ways that they think, most of it is crap. It is scientifically provable crap. For example, you know, one of the things that a lot of recruiters say is that uh you shouldn't put experience that's older than 10 years old on your resume because it's irrelevant. I've heard that some people even go as short as five years. They say if something if you the last time you did something was five years ago, you might as well leave it off your resume because if you don't use it, you lose it. That's what I heard a recruiter say to me. And I've since taught recruiters, so I understand the theory of where it's coming from. It's crap as evidenced by the fact that most people who are managers who are running things are older because you do need more than 5 years experience to see enough to be able to be in a position where you can make at least semicompetent decisions about what's to be done. So the answer is no. But the problem with these things is that everything happens some of the time. So there will be some organizations where they'll regard 40 as too old. There will be other organizations where they regard 30 as too old. You know what I'm saying? But most of the time that's not the case. Now the way to get ahead of that is to see if you can maintain a career uh progression that's in line with your age. So, for example, if you're in an entry-level job and you're 55 years old and you've been in that entry-level job for 30 years, they might treat you and regard you with the way that to you feels like agism. And it's simply because two things. Number one, you break the mold. Most people in this job are not 55. They're usually 22. And secondly, their expectations are that once you've been in the role for say five years, you would either be, you know, someone who doesn't work out, in which case you're gone, or you would probably be moving up after that since you have been there so long. You obviously have been there long enough to learn everything there is to know about this job. And if you're a little older, you could even be like training younger employees and stuff. So, if you're the type of per I'm not saying this is you, I'm saying hypothetically, let's say you were the type of person that insisted on being in this entry level job their entire career. You like the job, you want to stay here, but as you get older, you feel that you're encounting agism more. And that's true because of those two reasons. One, most people in that job are not 55. And two, their expectations are for you that you would be moving upwards. And since you are not moving that causes them to question what might not be working or what is abnormal about this situation right so if by 55 a lot of people are at the point where they're managing people they're managing teams of like 25 people maybe they're the head of a department or something or I don't know like in some role that requires that amount of experience then if you find yourself in that role when you're 55 Nobody's going to exhibit agism towards you hopefully because you are the average age for that position because that position tends to require x many years of experience to be able to do properly or at least it's regarded that way rightly or wrongly. Okay. So like that's kind of the thing right. So if you stagnate you can encounter what feels like aism. I don't know if it is or not. It might be. The other thing is that this is also unfair to people whose career doesn't follow a standard path. That's the other thing. This is all well and good for people who follow a standard career path. Then recruiters love them. Their resume is exactly what the recruiters are expecting, you know, and there's no issues. But as we all know, most people don't always follow a standard career path. Most people don't. So the further you go away from a standard career path, the harder it is to look good to a recruiter. Fortunately, recruiters gatekeep 15% of jobs, not the other 85%. So you just don't go through a recruiter and your problems are solved, you know. But um but that's what I have to say about agism and this kind of thing.