Sandra S. Desenfants of Imperial Beach, Calif., is a highly-qualified and experienced medical staff coordinator. But even though she began an intensive job search in March and “must have faxed at least 150 resumes,” she has had only three interviews–and no job offer.
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I asked her why it’s taking her so long to find a job when health-care professionals are in such demand. “I think it’s my age,” said Desenfants, 54. “If you’re a job applicant who is intelligent, presentable, has 10 years’ experience, good references and held good administrative positions in previous jobs and you still don’t get a job–well, it does lead me to think it’s age.”
Despite protective age-discrimination laws, a tight labor market and the fact that the average age of the nation’s 76 million Baby Boomers is 50, older job seekers continually tell me they’re having a rough time. That’s why Desenfants is exploring another option: working for a temporary agency.
She’s finding support there. “I always was aware of discrimination against older workers and thought if I ever had my own business, I would help people who have been overlooked,” said Ginny Griffin, president of Premium Staffing Solutions in San Diego.
Griffin, who has been in the staffing industry since 1985, started her temporary agency in October, and while she serves everyone, her special “niche” is placing workers like Desenfants. “If you’re over 50, you have a hard time getting a job,” said Griffin.
The business owner, who is 61, knows first hand how discrimination works. “Last February, I left my job as sales manager for a temporary service,” said Griffin, whose partner in her new enterprise is Richard Bullard, 51. “I had a beautiful resume, five wonderful interviews and not one job offer.”
She called back one potential employer to find out why she didn’t get the job. “They said they hired someone `more appropriate,'” said Griffin. “I later found out that translated into someone in her 20s, with much less experience.”
Despite the discrimination that Griffin perceives, the business owner is enthusiastic about the value of mature workers. “They are so committed, know how to handle people and situations and make excellent employees,” she said. “When I place people, I don’t mention age, though I may say the person is a seasoned employee. Besides, asking your age is illegal.”
She also believes older workers have a better chance at getting jobs as temps because the staffing agency “pre-screens and recommends you, which escalates your chances of getting the job you want.”
But not all personnel professionals agree that age discrimination is pervasive. “The No. 1 reason anyone hires anyone is a good fit–and that doesn’t necessarily mean age,” said Margaret Graziano Detmer, CEO of Personnel Network Inc., a staffing and placement firm in Arlington Heights. “It does mean, do they have the personality and attitude to work with the team?”
Detmer, district director for Illinois of the National Association of Personnel Services in Alexandria, Va., is a certified personnel consultant and temporary specialist. An advantage she sees for older temps is “you report directly to your manager, so there is no gatekeeper standing in your way.”
She advises mature job seekers to “have confidence in your skills and ability and don’t try to justify your age. Don’t even bring it up.”
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Carol Kleiman’s column also appears in Tuesday’s Business section. Watch her Career Coach segments Sunday and Tuesday mornings on CLTV.
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