About Age Pioneers
Age Pioneers is an Action Panel of cross-sector HRDs and Heads of D&I. It includes the likes of Unilever, EY, Capita, Dentsu and Boots. We have a core group that attends each month and picks apart a single topic in relation to age inclusion. We use the first 30 mins to interview our panel on the topic to share their experience and have a Q&A (which is this article), then the next hour the group becomes the panel and debates the topic under Chatham House rules in an unrecorded event to allow peer networking and collaboration.
The formal CV first came to widespread prominence in the 1950s and has grown to be a pillar of the world of recruitment. But is it still relevant? What role do CVs – or doing away with CVs – have in addressing employment issues for both the over 50s and their prospective employers?
A CV represents a particular problem for the over 50s – how can one possibly encapsulate 30 or more years of experience into a couple of sides of A4? And what if, because a candidate is seeking a significant pivot or a career change into a new sector, their decades of employment experience aren’t a precise fit for the new role?
When people enter their 50s, they often look for something other than career progression or an increased salary. This is not necessarily what many employers or HR directors are used to seeing – so, as the candidate’s backstory of their positions and expertise are not a direct match for their desired new role, they are… rejected.
But, but, BUT… The candidate has 30 years of work experience, a myriad of soft skills they have amassed along the way and a strong desire for a new challenge. Surely, that’s what organisations want from a new employee? Is that the applicant’s fault for how they are presenting themselves on their CV, HR’s fault for not being more flexible in their approach to CVs or nobody’s fault, as it’s just the way it is?