Shel Holtz, SCMP’s Post

If you value youth over experience, you are part of the problem. To the hiring managers in my network: 👉 Innovation isn’t age-specific. 👉 Wisdom can’t be Googled. 👉 Diverse teams outperform monocultures. 👉 Ageism is hurting your bottom line. 👉 YOU are going to be an older candidate sooner than you realise. To the older communications professionals in my network: 🎯 There’s no substitute for having years of experience, with all the challenges you’ve faced and situations you’ve survived. Own it! 🎯 There are companies who need you. They might not have big budgets to advertise their vacancies, and you will have to work harder to find them. 🎯 Hiring managers who rule you out based on age would be a nightmare to work for. Imagine how threatened they’d feel. Let them go. See these grey hairs? I have earned them. So have you. Own it. Can I get a 'hell yeah!' 👇🍿 PS: If you want to kick ageism in the butt, please reshare this post. We need more people talking about this issue as loudly as possible. ♻️

Recruitment is broken when it comes to ageism.

Many, many of us are facing career challenges. We can face these challenges on our own, or we can lean on the wisdom and support of like-minded women. That's where NEXT Career Crews steps in: your very own crew of compassionate supporters, accountability partners, co-conspirators and truth tellers who are willing to be unapologetically honest about how it's REALLY going in career and life. NEXT Career Crews are intimate groups of 8-12 women who meet virtually once a month to build each other up, hold space to say the hard things about career and life, share wise advice and remind each other that we are worthy of all of our career desires. Our next cohort will run from January to December of 2024 and the cost to join this crew is $1200. We meet once a month, typically on the first Monday of each month at 12pm ET. During each session my goal is to facilitate discussion with thought provoking topics selected by the group and to create a safe space for connection building, peer support and vulnerable conversations. Interested in learning more? Send me a DM to learn how to RSVP for one of our upcoming informational sessions - October 18th at 12pm ET or November 3rd at 12pm ET!

Challenges abound for first-generation Americans (those whose parents came to the U.S. from another country or came themselves and became citizens). From learning the language and adapting to the American culture to facing discrimination and having to forge a path without much support, it can be a hard journey. Fortunately, with some determination, resilience, and a strategic approach, first-generation job seekers can indeed achieve their professional goals. Read our seven top job-hunting tips for first-generation individuals. 🔗 https://hubs.li/Q023Ldwk0

As 'ghosting' gets more common in the job market, JIll Eubank, EVP, Business Professionals at Randstad USA, discusses the Ghosting Trend and whether it is here to stay with CNBC. In my view, this trend underscores the importance of fostering transparent communication between employers and candidates. To address this shift in the dynamic between job seekers and hiring companies, it's imperative to cultivate an environment where open dialogue is encouraged. By actively promoting honest and timely communication throughout the hiring process, we can bridge the gap between expectations and reality, fostering a more collaborative and resilient workforce. #CommunicationMatters #WorkplaceTransparency #ResilientWorkforce

Gen Z won't be the youngest generation forever, but they will always be Gen Z. The strengths and scars of these years (i.e., the passionate sense of purpose, and the drop in well-being, as Gallup reports) will influence every workplace for decades to come. To protect and optimize your current and future multigenerational workforce, take the time now to understand and meet Gen Z unique needs. Start here, with insights from three workforce experts. "𝗠𝗲𝗲𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝗡𝗲𝗲𝗱𝘀 𝗼𝗳 𝗚𝗲𝗻 𝗭 𝗪𝗼𝗿𝗸𝗲𝗿𝘀" — https://lnkd.in/eEVgEx_t Image: Gallup. https://lnkd.in/eYShTynw

Find those gaps.

What are your thoughts? As I navigate my journey for a more innovative position here on LinkedIn, I find myself appreciating job postings that consider alternative qualifications alongside years of experience. While many roles require 8+ years of experience, it's refreshing to see options like requiring 5 years for candidates with a bachelor's degree and 3 years for those with a master's degree. However, when job descriptions rigidly demand 10 years of experience without a bachelor's degree, it raises questions about age requirements. For such roles, candidates would need to be at least 28 years old, considering the legal age to work is typically 18. Does this potentially exclude capable candidates who have gained extensive experience through other means? Similarly, for roles requiring 10 years of experience alongside a bachelor's degree, it creates a scenario where candidates would need to be at least 32 years old to qualify. This prompts further discussion on whether these requirements accurately reflect what employers are seeking and if they inadvertently limit the pool of qualified applicants. Imagine if LinkedIn or other job boards prevented you from applying to these positions based on your birth date and the knowledge that the legal working age is 18? I'm curious to hear perspectives on whether these stringent experience and age criteria truly align with what employers seek. Is there frustration when applicants like myself, who meet all other qualifications, apply at a younger age? I welcome any insights and opinions on this topic. Let's start a conversation about redefining job requirements for a more inclusive and dynamic workforce.

Letting go of ageism could be your goldmine. Isn't it ironic that the very pillars of progress are often neglected? Consider a veteran, brimming with industry knowledge and ready to empower, yet they remain untapped. Here's the twist: Infatuation with the 'new' overlooks the invaluable chronicles of resilience, transformation, and change that only seasoned professionals can offer. Visualize the detrimental scenario of a company rejecting a skilled senior employee. They're losing not just a worker but also an archive of industry evolution and survival stories. Yet, the fire these stalwarts hold outshines the years they've put in. That's priceless! The synergy of welcoming silver-aged wisdom with youthful energy? That's your jackpot. Kick the stereotypes! Age shouldn't disqualify, but rather it should be a celebrated testament of rich experience. Don't just recruit seasoned professionals, invite their wisdom! Did this post nudge your perspective a bit? Let's stir up the status quo together! Drop your thoughts or experiences regarding age diversity below. Calling all recruiters and HR folks: How are you making sure wisdom isn't overlooked? Chime in and let's stir the conversation. Enjoyed the read? Break the 'share' button and help us rewrite the 'right fit'. Want more? Don't stop here. Keep your finger on the 'follow' button for insight into recruitment trends and ethical practices. Let's scale together!

Ageism in the workplace? It's time to squash that stereotype once and for all! As someone who's proudly crossed the 50-year milestone, I'm fired up about the bias attached to age. Firstly, let's talk energy and commitment. Contrary to popular belief, being over 50 doesn't mean slowing down—it means revving up! I keep the pace firmly set to fast and that means getting amongst it and being effective. Plus I have more time and dedication to invest in growth, professional development and new challenges. I am ready to tackle any challenge head-on, hell yeah - let's go! But here's the kicker: experience. I have spent years navigating the needs of various industries and so I'm equipped with a shit tonne of knowledge and wisdom. And guess what? That's gold for any organisation looking to thrive in today's competitive landscape. Hiring someone over 50 isn't just a feel-good gesture—it's a super smart move. Have a look at the stats: research consistently shows that age-diverse teams outperform their counterparts, bringing a wealth of perspectives and insights to the table. Diversity drives innovation, and age diversity is no exception! So let's flip the script on ageism. I'm far from done yet!