Further Questions: Advice for “older” job hunters

We find retired cataloguers with their long experience make excellent part time distance cataloguers.

– J. McRee (Mac) Elrod, Special Libraries Catalouging

In a recent candidate search I ended up with two finalists who were very different: gender, age and experience. Both had much to offer.  One was a fairly recent graduate, one had been a professional for many years. Because of the nature of the position, I chose the more experienced librarian. There were several reasons.  The person had more experience in a rural library setting, in a position with a similar level of independence that the job required. And the person had done more research and was much more acquainted with the weather, the size of the community and other such factors. Finally, the more experienced candidate really wowed key members of the interview team.

My advice for the “older” applicant is this: project energy, enthusiasm and forward thinking.  Show that you’re aware of current and future trends in the profession; even better, that you have such experience. Do your homework about the institution, the job and the community.  I am surprised at the candidates who don’t. I recently changed jobs myself as an “older” job hunter.  It can be done.

I believe that age is a disadvantage in this job market.  Recent surveys show that even though older workers are less likely to lose their job they have a more difficult time finding another one.  Agism is alive and well even in the field of librarianship.  With the retiring of we who are baby boomers, employers do look for applicants who can take the institution into the future, i.e. succession planning.  Even I feel the pull of nurturing the future leaders in our profession.  As well, I think older workers are at a disadvantage especially for entry level jobs. Just my honest opinion.

– Melanie Lightbody, Director of Libraries, Butte County

I hired an “older” librarian last year.  I passed the question on to her and thought you might like her response:

As an “older” librarian who spent nearly two years looking for employment and was fortunate enough to find work in Georgia a little over a year ago, the frustrations I ran into are not unlike those of new graduates.  We apply for positions based on our abilities, experience and preferences (if possible) and wait.  And wait. And wait some more.  While age isn’t listed on applications or resumes, a look at experience gives some idea about the age of the prospective employee but if you can’t get an interview it’s difficult to sell yourself regardless of age.  Some employers want new graduates to save money, to mold librarians to their institutions’ needs or perhaps because they believe that the brand new MLS candidate will have new ideas, attitudes and energy to bring to the job.  On the other hand, if the system is established and perhaps short staffed and there’s a need for someone who can hit the ground running, the director may be looking for the experienced professional. 

Of the scores of applications I filled out for positions across the country I had only two interviews.  I was willing to travel. I was willing to take a part time position for what was essentially a full time work load.  I didn’t care where the library was located.  As a person desperately seeking employment I was willing to compromise, a lot.  When it comes down to it, my younger fellows and I had the same issue.  We really never knew what our prospective employers were looking for in spite the job descriptions.  My current director wanted someone who knew that people lie. She wanted a librarian who knew how libraries worked and could acclimate quickly. Though it wasn’t her intention, during my first week on the job I was taken from system training to running a branch with some political issues.  To me it was a blast.  To a new graduate it could have been a nightmare.  It all comes under other duties as assigned.

-Joan

– Response collected by Dusty Gres, Director, Ohoopee Regional Library System

Most importantly, you need to be active in the community: serve on committees, attend meetings, respond to ILL requests, BE HELPFUL!!! Why should people help you if you sit in your office all day and give nothing back? We are all busy, so that is no excuse.You also need to write. Your local chapter newsletter can always use content, apply to present at seminars and write articles that go with them.Be visible, be helpful, contribute.

Also, dress nicely all the time, get a haircut or update your look.

– Jaye Lapachet, Manager of Library Services, Coblentz, Patch, Duffy & Bass LLP

As a recruitment agency, we meet and successfully place candidates at all stages of their careers.

In the UK, when the Age Discrimination Act 2006 came into force, in addition to the practical requirements of the new legislation, there was much discussion in recruitment circles about ensuring that job descriptions and adverts were carefully worded to avoid discriminatory practice. Now that the legislation has bedded down and litigation activity on that front has been somewhat less than anticipated, we are a little more relaxed about vocabulary, but we have no problem in adhering to recommended best practice. Certainly we do encounter a few employers who, more or less explicitly, will not look at candidates over a certain age (ironically some law firms can be particularly prone to this).  This kind of attitude invariably comes from managers whose practical skills in managing workplace diversity in general are very undeveloped. A question for job seekers in these circumstances could be – would you want to work for this kind of manager anyway?

I can think of several candidates around statutory retirement age whom we have placed in excellent roles recently. In particular, one candidate who is in the UK on a working holiday has just completed one successful project for us in a major university library service, and is about to commence another.  Another candidate with a long career in public libraries was offered retirement folllowing a workplace restructure, but decided that they were not ready to stop working. They are now developing an impressive portfolio of temporary management roles, still in public libraries. Their feedback to us: “It’s so encouraging to find that someone of my age can get two temporary contracts through a recruitment agency in the short time I have been registered”.  The key to success is always attitude.  Job seekers with a positive, enthusiastic and flexible attitude, alongside excellent, up-to-date technical skills will always do well, regardless of age.

– Donald Lickley, Recruitment Consultant, Sue Hill Recruiting

Unfortunately for new library school graduates, an older or more experienced librarian generally has broader levels of skills which could really make a difference my community.  I think the older librarian has a huge benefit over the younger one with his or her added years of experience both in the library and in other fields outside of librarianship.  I would not say that it is an issue in my community for an older librarian versus a younger one to get a particular job.  I and everyone I work with have always hired the candidate with the best experience as well as the person who is the best fit for our team, regardless of age.

I would say that one of the exceptions to this would be computer skills.  If you are an older person who has not really kept up with technology, this could hurt you in terms of job competition.

– Terry Lawler, Assistant Manager and Children’s Librarian, Palo Verde Branch, Phoenix Public Library