bring a lot to the table that younger candidates lack. I believe this passionately, I’m quite vocal about it, and I have yet to feel discriminated against.” He shared some of the things he felt older workers uniquely possess — lots of experience, a proven track record, a vast network and more entertaining “on the job” stories than any recent college grad could ever have.

Finally, a reader stoically shared the thought that the odds are somewhat stacked against older workers, and that this reality

This is a follow-up to a recent article about older job seekers & common stereotypes. That article sparked a lot of feedback. Following are some of the ideas that readers shared with me. If you are a younger worker, you may still want to ponder these suggestions: eventually you will face the same challenges!

One older job seeker shared an approach that worked for him. Six months into an unsuccessful job search, he began to suspect that concerns about his health and/or health insurance might be preventing callbacks. As it happened, he was covered by his wife’s employer-provided health benefits. He started working this fact into interviews — “I’m in great health, and I don’t need health insurance.” It wasn’t long before he faced several job offers. If you are covered by a spouse’s benefits, consider mentioning this fact. Interviewers are very constrained with respect to asking health-related questions, but you can volunteer this information.

The stereotype of older workers as “coasting” — not keeping abreast of the latest trends and industry news — compelled one older job seeker to spend 2 hours at the library each morning, reading periodicals and business books. “It made a difference. My level of knowledge impressed interviewers.” Besides, she mentioned, it added structure to her job hunting routine, and over a few months she made several good friends at the library, expanding her network.

A similar suggestion came from an employer who reacted to my article. “I want to know that candidates of any age are committed to learning. I want to hear about the latest class they took, their educational plans for the upcoming year, and how they’ve applied new knowledge in their career development.” She went on to comment that when an older candidate shows a lifetime habit of personal and professional development, it’s a safe bet the pattern will continue. “With younger candidates, maybe yes, maybe no.”

One older gentleman enthusiastically agreed that attitude is everything. “I bring a lot to the table that younger candidates lack. I believe this passionately, I’m quite vocal about it, and I have yet to feel discriminated against.” He shared some of the things he felt older workers uniquely possess — lots of experience, a proven track record, a vast network and more entertaining “on the job” stories than any recent college grad could ever have.

Finally, a reader stoically shared the thought that the odds are somewhat stacked against older workers, and that this reality

reventing callbacks. As it happened, he was covered by his wife’s employer-provided health benefits. He started working this fact into interviews — “I’m in great health, and I don’t need health insurance.” It wasn’t long before he faced several job offers. If you are covered by a spouse’s benefits, consider mentioning this fact. Interviewers are very constrained with respect to asking health-related questions, but you can volunteer this information.

The stereotype of older workers as “coasting” — not keeping abreast of the latest trends and industry news — compelled one older job seeker to spend 2 hours at the library each morning, reading periodicals and business books. “It made a difference. My level of knowledge impressed interviewers.” Besides, she mentioned, it added structure to her job hunting routine, and over a few months she made several good friends at the library, expanding her network.

A similar suggestion came from an employer who reacted to my article. “I want to know that candidates of any age are committed to learning. I want to hear about the latest class they took, their educational plans for the upcoming year, and how they’ve applied new knowledge in their career development.” She went on to comment that when an older candidate shows a lifetime habit of personal and professional development, it’s a safe bet the pattern will continue. “With younger candidates, maybe yes, maybe no.”

One older gentleman enthusiastically agreed that attitude is everything. “I bring a lot to the table that younger candidates lack. I believe this passionately, I’m quite vocal about it, and I have yet to feel discriminated against.” He shared some of the things he felt older workers uniquely possess — lots of experience, a proven track record, a vast network and more entertaining “on the job” stories than any recent college grad could ever have.

Finally, a reader stoically shared the thought that the odds are somewhat stacked against older workers, and that this reality

— not keeping abreast of the latest trends and industry news — compelled one older job seeker to spend 2 hours at the library each morning, reading periodicals and business books. “It made a difference. My level of knowledge impressed interviewers.” Besides, she mentioned, it added structure to her job hunting routine, and over a few months she made several good friends at the library, expanding her network.

A similar suggestion came from an employer who reacted to my article. “I want to know that candidates of any age are committed to learning. I want to hear about the latest class they took, their educational plans for the upcoming year, and how they’ve applied new knowledge in their career development.” She went on to comment that when an older candidate shows a lifetime habit of personal and professional development, it’s a safe bet the pattern will continue. “With younger candidates, maybe yes, maybe no.”

One older gentleman enthusiastically agreed that attitude is everything. “I bring a lot to the table that younger candidates lack. I believe this passionately, I’m quite vocal about it, and I have yet to feel discriminated against.” He shared some of the things he felt older workers uniquely possess — lots of experience, a proven track record, a vast network and more entertaining “on the job” stories than any recent college grad could ever have.

Finally, a reader stoically shared the thought that the odds are somewhat stacked against older workers, and that this reality

at candidates of any age are committed to learning. I want to hear about the latest class they took, their educational plans for the upcoming year, and how they’ve applied new knowledge in their career development.” She went on to comment that when an older candidate shows a lifetime habit of personal and professional development, it’s a safe bet the pattern will continue. “With younger candidates, maybe yes, maybe no.”

One older gentleman enthusiastically agreed that attitude is everything. “I bring a lot to the table that younger candidates lack. I believe this passionately, I’m quite vocal about it, and I have yet to feel discriminated against.” He shared some of the things he felt older workers uniquely possess — lots of experience, a proven track record, a vast network and more entertaining “on the job” stories than any recent college grad could ever have.

Finally, a reader stoically shared the thought that the odds are somewhat stacked against older workers, and that this reality

bring a lot to the table that younger candidates lack. I believe this passionately, I’m quite vocal about it, and I have yet to feel discriminated against.” He shared some of the things he felt older workers uniquely possess — lots of experience, a proven track record, a vast network and more entertaining “on the job” stories than any recent college grad could ever have.

Finally, a reader stoically shared the thought that the odds are somewhat stacked against older workers, and that this reality just means they have to work a little harder. They may face more “no’s” than similarly qualified younger candidates, and that just means they need to work the numbers: more networking, more interviews to get to “yes.” In other words, it’s a numbers game.