Anyone who has spent time recruiting in the electrical industry knows that age is an interesting animal. Ted commented in our June newsletter:

 I’d hate to keep track of the number of times we get direct inquiries from clients who ask us to find someone who is ‘young’; even to the exact age band they want. First of all, it’s illegal, so give it up. Second, it’s impractical. Define what you want to accomplish, and if the new candidate can deliver the results you require, why would you demand they be 38 years old? So they can stay with the company? The average tenure of someone between 25-44 yrs of age is less than 4 years. Either accept the fact ‘young’ will leave in less than four years, or solve the real problem: define the results and hire to achieve those results irrespective of age, and save the federal labor investigation.

           Anne Fisher, of Fortune, gives her particular take on how to attack the job market if you’re over 50. What are your thoughts?

http://management.fortune.cnn.com/2011/12/09/getting-hired-when-youre-over-50/