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.

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 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.

There are some older workers - probably a lot - who simply don't have the skills or the wherewithal to do a certain kind of job. There, it's up to the worker to go out and bring themselves up to speed and do it in an aggressive way, do it as quickly as possible.

Companies are missing out on phenomenal skills and capabilities of experienced older job hunters: wealth of knowledge, expertise, seasoning, maturity. Companies need to be reminded of that.

The most successful people are those who are wildly enthusiastic about their work.

Sure, some employers are are afraid of letting older workers go because they think they're going to get sued. And they probably will get sued. But the reality is, you could get sued at any time by any kind of worker. I think its incumbent on an employer, if they want to be smart, to figure out what is the benefit of keeping this employee or letting them go. Do the calculation and just go ahead and either keep them or let them go based on what's good for the business.