Moving Out? Moving On? Moving Where?

March 2006 Archive

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March 9, 2006 [Anonymous Contributor]

As a PR pro with over 30 years in the biz, I’ve had both good and bad luck in the job market of late. Since mid-04 I’ve been hired and laid off (RIF’d) twice. Last August’s most recent exit only lasted until Nov when I was added to a large semiconductor company’s PR team in a division management role. The company also just hired another pro of similar vintage as a senior writer. Other managers in the group are 40-something folk or younger. Our “depth of experience and the amount we can bring to the game” were stated reasons for being hired. Lately I’ve seen a notable up-tick in demand for senior PR personnel. Perhaps the news isn’t all bad.

with over 30 years in the biz, I’ve had both good and bad luck in the job market of late. Since mid-04 I’ve been hired and laid off (RIF’d) twice. Last August’s most recent exit only lasted until Nov when I was added to a large semiconductor company’s PR team in a division management role. The company also just hired another pro of similar vintage as a senior writer. Other managers in the group are 40-something folk or younger. Our “depth of experience and the amount we can bring to the game” were stated reasons for being hired. Lately I’ve seen a notable up-tick in demand for senior PR personnel. Perhaps the news isn’t all bad.

[JUDY]

That is good news and I will be sure to post it. I also wonder if there are companies in the Valley that have a maturity in their management ranks and have been in business long enough to have people on staff for over 10 years.

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March 7, 2006 [Anonymous Contributor]

Finished at 60, eh? Well, I'm 59 today so I guess it's curtains for me. This demonstrates just how much recruiters and HR people are in the business of filling round holes with round pegs. That kind of thinking will change. It has to, or the PR business will end up being composed of 90 percent women under 40--nearly all of whom are on the Mommy Track. Universities have been fueling this trend for more than a decade, and it will come to pass in another decade.

[JUDY]

Thank you for that comment. My point is that switching to another major corporate job outside of your current employer at age 60 is extremely rare. I will certainly post your comment. I might add that this topic is hitting a raw nerve and I am hearing from many professionals who are very frustrated by the age issue.

Yes, I'm not surprised to hear that this topic has struck a raw nerve. The PR business hasn't been eating its young, but killing its old (or thought to be old if they are 50-plus and earning a salary appropriate to their experience). It's all driven by profit and greed, but a day of reckoning isn't far off, I suspect.

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March 6, 2006 [Anonymous Contributor]

Judy, I found your blog and was excited to see you taking on the subject of senioritis. I was recently told by a long term client that they had to let me go as I was now too “old” to work with them and they wanted someone in their late 30s. I was astounded of course as they were very forthright in saying my work was excellent and had been forever, but they just “wanted someone younger who represented the values of a 30 year old”

I believe that this is happening in the marketplace of marketing now given the number of baby boomers who are still working and are in their 50s and 60s. It is very scary to have to deal with it as it is of course something one can not do anything about. I have been told that women especially face this age discrimination more often than men. But I don’t know.

I would love to hear if any one else out there has had such an experience.

 [JUDY]

I will certainly post this and see if anyone has something to say about the topic. I also wonder if there is anything that can be done to raise the level of awareness about how counterproductive this behavior is. I’d like to know if we identified this issue and singled out specific firms for their clearly discriminatory behavior, that they might reconsider their actions. Another direction is to write about how scarce really excellent performers are. Do you have any suggestions about how my blog could help?

I’m sure we will hear more from our readers.

Oh man, personally I would not go on record trying to single out firms…that is fighting city hall…but I would like to raise the discussion and see if it is happening elsewhere…if people are being told this directly…maybe I was only because I was a consultant and they knew I could not sue…despite my having worked with them for 15 years…and so I was more like an employee..

But I do wonder if there is anything to be done about it…or is age discrimination just part of the world we baby boomers will have to live with? I have come to think it is…and just keep myself slim, looking the best I can, dress youthfully, be positive and assertive as always and just don’t act old and lacking passion…

 [JUDY]

My sense is, as I wrote originally, it is what it is. I think, however, discussing the issue, raising awareness and bringing more attention to the subject can only be helpful.

There is value in having years of experience under your belt and in maintaining your energy and interest level so that it is the equal of your more youthful co-workers. There is work out there. Ask that the client be a reference for you and be sure your rates are high enough to reflect that you know your business. Also, if you revise the fee schedule, you can always alert your former client with a polite note. You can say the change in status has affected your fee structure and that you are revising it to reflect a more competitive market rate and “thank you.” The key is never to lose them as a reference.

Just a few thoughts to consider…

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March 6, 2006 [Anonymous Contributor]

I liked your email report and format. I am chair of (a New York financial group). Most of our members are young generation, except me. I started work in 1960. The problems of the older folks (in Wall St. [that] can be [as young as] post 40) in the corporate world may have encouraged the “Today” generation into entrepreneurship—the smart ones look ahead, see what happened to their parents. I think the older folks need to think entrepreneur, but most don’t. Corporate land can be good short-term but self destruct long-term, unless at very top level, which seems to land well.

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