Post on 11-Jul-2015
Ageismand technical services workers
Andrew Davis, Synergistech Communications
12/08/14TC Dojo Open Session 1
Overview
• Context• Symptoms• Concerns• Solutions• Successes• Techniques
12/08/14 TC Dojo Master Session 2
Acronyms
TW = Technology Worker
HT = Hiring Team
OC = Older Candidate
12/08/14 TC Dojo Master Session 3
Context
My biases and disclaimers, and the industry’s
12/08/14TC Dojo Open Session 4
Andrew’s Context
12/08/14TC Dojo Open Session 5
‒ Recruits content developers in Silicon Valley software industry
‒ Works with TWs in their 50s, 60s, and 70s every day
‒ Isn’t a lawyer, doesn’t seek an adversarial solution
‒ Finds few skilled 20-/30-something TWs*
Industry’s Context
‒ Engineers control budgets (again)‒ New technology demands new tech
skills Most TWs haven’t kept current
‒ HTs seek peers with similar skills, values, work ethic‒ HTs value these over experience,
wisdom
12/08/14 TC Dojo Master Session 6
Symptoms
When should you suspect you’re facing ageism?
12/08/14TC Dojo Open Session 7
Symptoms
12/08/14TC Dojo Open Session 8
‒ Portfolio reviews and phone interviews go well, F2F interviews don’t HT realizes that the candidate is a couple
decades older than their average age
‒ HT goes silent, says “too much experience”
‒ Feedback boils down to “overqualified”
Underlying Concerns
12/08/14TC Dojo Open Session 9
What’s worrying the HT?
Underlying Concerns, pt 1
12/08/14TC Dojo Open Session 10
• Cultural fit• Energy level• Health‒ Insurance costs, protected class
status
• Tolerance for chaos• Flexibility‒ Tools, processes, systems *
Underlying Concerns, pt 2
12/08/14TC Dojo Open Session 11
• Agile-compatibility• Onsite, open seating• “Experience” vs “potential”• User-compatibility• Fear of ‘age and treachery’ *
Addressing HT’s Concerns
Addressing Concerns
12/08/14TC Dojo Open Session 13
Stay calm, don’t lecture, and act pre-emptively
Addressing HT’s Concerns, pt 1
Preemptively counter HT’s Age-related issues:
• Efficiency‒ Past experience in similar situations gives OC
sixth sense for what works, what users need, and the easiest way to achieve goals
• Quality‒ Past successes and failures help OC understand
and avoid typical pitfalls, recognize the right solution more readily, and deliver with less friction
• Focus *‒ OC can easily tune out noise and apply effort
where it’ll do most good
Addressing HT’s Concerns, pt 2• Pacing‒ OC’s reluctance to burn out on fire drills‒ OC can work steadily and sanely, meeting
commitments long-term
• Self-awareness‒ OC understands own strengths and weaknesses‒ OC knows when to seek help (or delegate)‒ OC can accept suboptimal outcomes without blaming
• Frankness‒ OC is realistic about own limitations, candidly assesses
risks
• Clarity‒ OC sets clear expectations, won’t overcommit (then
bomb)
• Mentoring‒ Some HTs want help improving processes; who better
than an OC?
Success Stories
OCs get best results when they:
Put HT’s needs first Don’t lecture, bully w/ their experience Meet HTs more than half-way Find ways to become indispensable Achieve autonomy w/ tools, products Earn trust Make HT members look good Over-communicate
Success Stories
What works for you? Let’s hear how you have resolved – or
been thwarted by – problems related to ageism.
What have I failed to address? Are OCs doomed to work only on
temporary assignments? *
Techniques
• Anticipate HT concerns, address them preemptively and in detail
• Show that you keep current w/ technology, are just as productive
• Characterize HT’s goals, discuss and demonstrate how you’ve delivered in similar contexts
• Share relevant proof (references, testimonials, even code)
Public SessionsQuestions?
Contact Andrew:synergistech@gmail.com
C: 650-271-0148LinkedIn.com/in/synergistech