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 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.

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.

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.

There is age discrimination, but I think there are two kinds. One is when the employer is discriminating for specific reasons and doing it intentionally. The other is where you have managers who really aren't looking to discriminate but feel a little on edge because the candidate they're talking to is older. Sometimes they can even smell age concern on the part of the candidate and they wind up discriminating almost unconsciously.

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