| Without going into the fine detail, on 1st October in the | | | | So often the CV submitted by an older worker would |
| UK, the new laws to provide protection against | | | | be a long document, filled with highly detailed |
| age-discrimination in employment and adult education, | | | | paragraphs about all of the duties and responsibilities |
| for people of all ages came into force. But will they | | | | that the worker had ever held. The attitude would be |
| work? | | | | "my work history speaks for itself". |
| The new law will cover discrimination in employment | | | | The inherent problem in this approach is twofold: |
| and in training and education, but not in provision of | | | | 1. The document may mistakenly be taken to include |
| goods and services - as far as work or careers go | | | | everything; so if you have overlooked one element |
| then the two areas that matter are: | | | | that the employer is seeking, you're dead in the water |
| Direct Discrimination: | | | | and the anti age-discrimination laws didn't help. |
| Treating someone less favorably because of their age | | | | 2. Employers want people who will add value, so this |
| i.e. refusing to recruit someone because they are or | | | | type of CV, with its reliance on duties and |
| appear to be over 50 say. | | | | responsibilities will let you down straight away. |
| Indirect Discrimination: | | | | The solution to that is a radical rethink of your CV. |
| Having a policy or practices that put people at a | | | | When you apply it is the only evidence that the |
| disadvantage because of their age i.e. restricting | | | | prospective employer has about you so it needs to be |
| recruitment to new graduates. Not many older people | | | | good, okay? Help yourself and don't fall foul of the |
| could meet this type of requirement. | | | | anti-age discrimination laws. |
| All of this only applies to people who are under the | | | | What you need a CV that is strong on design, |
| normal retirement age (usually 65) and anyone over | | | | construction and content; it must look good, be easy to |
| this age, or within six months of it, still has no protection. | | | | read and contain only enough RELEVANT detail to |
| All well and good you say, but these new laws - will | | | | convince the reader that you should be called for |
| they work? It may sound cynical but some employers' | | | | interview (that is the job you want it to do) - because |
| attitudes are so entrenched that any new law like this | | | | they want to know more about you - focus on your |
| will only lead to more imaginative excuses being given. | | | | successful outcomes and avoid telling any lies. |
| If they think you are too old, they will simply find | | | | Keep it relevant to the particular job you want and |
| another reason not to employ you and you are usually | | | | include facts and figures on budgets, staff numbers, |
| the one to give it to them. | | | | your achievements and results. Employers want |
| This means that you need to be extra-careful not to | | | | results - this is your showcase for what they may be |
| give them any reason they could use against you | | | | buying. |
| when you first apply. | | | | The reader needs just enough specific information to |
| As a one-time recruitment consultant, I saw many of | | | | conclude: |
| my clients reject applicants because of their age. The | | | | "I must interview this candidate" The anti |
| quality of their CVs was usually behind that decision. | | | | age-discrimination laws don't come into it. |