I think that the big age problem in the job market today is really on the part of employers and that they don't seem to be calculating the cost of age discrimination to them when they practice it.

Only a human being would be able to assess whether candidates are capable, personality-wise, of sharing and disseminating that institutional knowledge to help other newer and younger workers.

I think that the big age problem in the job market today is really on the part of employers and that they don't seem to be calculating the cost of age discrimination to them when they practice it.

I really think you cannot separate the money from the age. When employers discriminate over age, they're also discriminating over money. Older workers tend to make more money, especially the higher up you go, and companies don't want to spend the money. They want to spend less.

I feel sorry for human resource people nowadays. HR is marginalized. No one really pays much attention to what's going on in HR and HR struggles with the fact that what is prevalent in America today is job boards, huge databases that we use to recruit and hire people.

An online job search seems cheaper. But what HR is doing is turning away valuable candidates. They're experiencing false negatives. That means the right person applies for the job electronically but the algorithm kicks them out so they lose that individual.

I really don't think that an older worker can stop age discrimination, but you can successfully distract the employer from that issue if you focus on the reason they really want to hire you and that can make you more successful. It's up to you to demonstrate that.