The possibility of encountering bias stemming from age or experience is something you must keep in mind during your job search, even if you are not approaching the traditional retirement age. Although discriminating against a job candidate because of his or her age is illegal, experienced job seekers sometimes encounter this issue, whether it is intentional or not.

 

In an economy that seems to be offering equal opportunity for unemployment, however, accounting professionals looking for a new position should do everything they can to ensure they’re operating from a level playing field. Toward this end, here are some pointers to consider:

 

Keep your job search materials age-neutral. Since your resume, cover letter and other materials used in a job search are designed to secure an interview, they should present your strongest case for employment. This means ensuring that your skills and experience come across as up-to-date. If it’s been several decades since you graduated from college, for instance, consider condensing the amount of space you devote to your work history and placing this section near the end of your resume. Instead, lead by detailing the skills you possess that are applicable to the position, grouping related ones together into categories such as “Software skills” or “Interpersonal abilities.” Keep in mind that your resume is designed to showcase your best selling points, not serve as an autobiography.

 

Be prepared to counter stereotypes. Experienced candidates often encounter myths and unfair assumptions. For example, they’re sometimes viewed as less proficient with technology than younger job seekers. If you come across this perception, counter it by emphasizing the strength of the skills you have (e.g., “I’m highly proficient with Excel, having used its advanced functionality on an almost daily basis in my previous role.”). Also, stress your interest in and efforts toward mastering emerging technologies.

 

Another familiar refrain that accounting veterans sometimes hear is that they seem “over-qualified” for a position. Rather than accepting those words as a rejection, offer an immediate, confident response, such as, “I believe I’m well-qualified and welcome the opportunity to address your specific concerns about my ability to excel in this role.”

 

Although employment discrimination based on age is illegal, some interviewers have been known to try to touch on this issue through their questions. Be on the lookout for this and respond by reasserting your strong credentials and unique qualifications. For instance, you might emphasize your strong work ethic, past examples of how you’ve adapted to change and coped with workplace challenges, as well as your interest in joining a generationally diverse team. Of course, if you encounter apparent bias on the part of a company representative, you should also give serious consideration to whether you would want to work for the organization.

 

Don’t be your own worst enemy. Although a candidate’s skills should always take precedence over other factors, the truth is that how you present yourself still matters. With this in mind, be sure that your physical appearance does not detract from your strong credentials. If you haven’t been in the job market for some time, consider whether you need a professional makeover. Both men and women can usually benefit from new wardrobe pieces that reflect current styles without being too trendy. Don’t be reluctant to ask others – a trusted friend, your spouse or a knowledgeable salesperson – for advice about what you can do to make a more favorable impression.

 

Exude confidence. Perhaps the most important “do” for an experienced job seeker is a positive, confident attitude. Before you can get hired, you must believe that you would be a great asset to any organization – and that an employer would be well-served by you. If you convey an energetic presence, a can-do attitude and an unflappable demeanor, you should be able to overcome any concerns an interviewer might have about your suitability for a position.

 

Although age bias definitely exists, it’s also true that most hiring managers are savvy enough to look, first and foremost, for the best candidates. As long as you present your qualifications in a compelling way and come across as someone who embraces change and is eager to acquire new skills, you’re unlikely to be eliminated from consideration based on unfortunate stereotypes or myths.

 

For more management and career advice, listen to Robert Half’s podcast series, The Management Minute, at www.rhi.com/podcast.

 

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Paul McDonald is the executive director of Robert Half Management Resources, North America’s largest consulting services firm providing senior-level accounting and finance professionals on a project basis. Robert Half Management Resources is a division of Robert Half International. For further information, visit Robert Half Management Resources’ website at www.roberthalfmr.com or call 1-888-400-7474.