工作有些年头了又得求职？删减过往经历更好

新上台的美国政府给市场送来东风，有人会说经济也迎来利好，这对求职者可能是好消息。而如果你是年纪稍大的求职者，应该留意一下职业规划大师马克·赛内德拉的建议：“简历上不要出现2000年以前的工作经历。”

赶紧删掉，抹掉，就当那些年不存在。

赛内德拉创立了面向顶尖行业人才的职业猎头网站Ladders，出任网站执行董事长。去年12月，他在通讯简报中向900万订阅用户提出上述建议，激怒了部分用户。“肯定收到了一些负面反馈。”赛内德拉说。

有一点得明确，46岁的赛内德拉并不是赞成年龄歧视。他只想说明歧视确实存在。往往负责筛选简历的都是人力部门刚毕业不久的新员工。 “他们会说：‘等等，这家伙上世纪80年代就在报社工作了？那他肯定不懂（年轻人爱用的社交应用）Snapchat。’”

就因为第一印象不过关，哗啦，你的求职简历丢进了垃圾桶。没错，这就是歧视，就是不公平。可这些人是招聘过程中把关的，你的目标是顺利过关。

你也许觉得，删除简历里的早期经历显得不够诚实，但简历也不是非要面面俱到。赛内德拉认为：“简历是一种广告，不是产品说明书。”将简历的篇幅控制在一页是对任何人都适用。

听来倒是有理，可即使顺利通过了《天才小医生》主人公之类小年轻的简历筛选（提到这部28年前的美国经典情景喜剧暴露了我的年纪），也还得去面试，对吧？我听不少人说，他们使尽浑身解数杀进面试，不到30秒就发现人事经理在留意他们斑白的鬓角，机会就这样没了。

赛内德拉说，求职者应该预料到会遭遇年龄歧视，准备好克服困难的计划：“向他们展示你很灵活，适应能力强。你很有合作精神，愿意接受年轻人的指导和反馈。”你也可以指出，你的背景涉猎广泛，对团队可能有帮助，拥有你这样经验丰富的成员有助于提升团队业绩。

经过研究从业很久然后跳槽成功的案例，赛内德拉提出以下建议：

要具体。他举例说，你可以讲讲自己如何学习一门新技术，或者听从一位比你年轻的上司或是同事指导。

展现工作热情。“一些竞争的求职者经验没你丰富，就会强调工作热情和激情，你也得表现出热情。”

直面年龄，言行得体。“你再模仿，也不可能得跟年轻人一样。”所以，请别穿得像大学生，也别用年轻人爱说的流行语。

赛内德拉指出，各行各业都免不了年龄歧视。有朝一日也许会变。但现在我要采纳他的建议。我刚刚修改了在职业社交网站领英上的个人资料。（财富中文网）

作者：Dan Lyons

译者：冯丰

本文作者丹·莱昂斯著有畅销书《颠覆：我在初创企业泡沫中的奇异遭遇》（Disrupted: My Misadventure in the Start-Up Bubble）。

The new administration h as put some wind in the sails of the market and, some would say, the economy too—which is potentially good news for job seekers. But if you’re one of those seekers and you’re of a certain age, career guru Marc Cenedella has some critical advice: “Don’t list any dates on your résumé before the year 2000.”

Just zap it. Erase it. Pretend those years never happened.

Cenedella, founder and executive chairman of Ladders, a professional career site aimed at job seekers in the top 25% of the market, riled up some of his 9 million newsletter subscribers when he offered this guidance in December. “I definitely got some blowback,” he says.

To be clear, Cenedella, who is 46, isn’t saying that age bias is okay. He’s saying that it exists. The first person who reads your résumé will be an HR department screener who will be right out of college. “They’ll say, ‘Wait, this guy was working in newspapers in the 1980s? No way will he understand Snapchat.’ ”

Boom, like that, your paperwork goes into the trash. Sure, this is biased and unfair. But these are the gatekeepers, and you need to get past them.

Trimming the early experience from your résumé might feel dishonest, but the document isn’t supposed to be comprehensive. “Your résumé is an advertisement, not a product manual,” Cenedella says. Confining a résumé to a single page is good advice for anyone.

Fair enough, but once I’ve slipped past Doogie Howser the résumé screener (yes, I’ve just aged myself with reference to a 28-year-old TV show), I still have to go to an interview, right? I’ve heard from countless people who wangled their way into an interview and then could tell, in the first 30 seconds, that the hiring manager had taken note of their graying temples and ruled them out.

Cenedella says you should expect to encounter age bias and have a plan to get ahead of it: “Show them you’re flexible and adaptable. You can collaborate. You can take direction and feedback from younger people.” You might also point out that your more extensive background can be an asset and that the team ought to perform better after adding an experienced hand.

After studying the most successful late-career movers, Cenedella recommends the following:

Be specific. Talk about a time when you embraced a new technology or took direction from a younger boss or colleague, he says.

Be passionate. “You’re going up against candidates who don’t have your experience. They’re selling enthusiasm and passion. You have to bring that too.”

Be your age. “You’re never going to adequately mimic the behavior of a younger generation.” So don’t dress like a college kid or try to use millennial lingo.

Age bias pervades every industry, Cenedella says. Maybe someday things will change. For now I’m going to take Cenedella’s advice. I just fixed my LinkedIn profile.