A Talent Lost group member may experience frustration in job searching because of age discrimination. However, the age discrimination may manifest itself from the perception by HR, independent recruiters and hiring managers those Talent Lost group members cannot work with younger people.
Talent Lost group members understand working with younger people has different dynamics than working with someone who is a peer in age. As an example, text messaging created a new way of communicating. Being able to convey a thought or a message is accomplished by using the least amount of words necessary, even if that means creating new abbreviations to communicate like ‘UR’ meaning ‘you are’.
This translates into emails being created using the same techniques. A traditional professional worker would believe this demonstrates laziness and/or a lack of understanding on how a proper email should be written. However, a Talent Lost group member understands condensing the amount of time it takes to communicate gives more time to perform other things.
A so called proper letter may take 5 minutes to write. A quick text can take less than a minute. With information becoming abundant and time staying fixed (24 hrs. in a day) it is not laziness or an unwillingness to learn how to write but the need to squeeze time out of everything we do, so we can do more.
A Talent Lost group member adapted to the change instead of ridiculing the younger generation, basically discriminating because of younger age, why because a Talent Lost group member is progressive and naturally wants to learn more everyday so they need to cut down on unnecessary time wasted on writing formal emails and letters, unless necessary for the situation.
The notion that today’s younger person needs several years’ experience before they can make significant contributions Talent Lost members know is reverse age discrimination. The knowledge obtained by youth today happens at an accelerated rate compared to when a Talent Lost group member was younger. There is more information needed to understand than in previous generations to function on the same level.
Unfortunately, the demands of today’s jobs have increased and pure knowledge has its limits. That is why when a Talent Lost group member who can demonstrate their ability to work within or lead a team consisting of varied age groups to HR recruiters and hiring managers will work in your favor. In essence, you are supercharging the staff or coworkers, making the team better with your presence.
The ability to work with and not above varied age groups is a trait Talent Lost group members possess and need to convey that message to human resources, independent recruiters and most importantly to the hiring manager.