LinkedIn requires start/end years for any experience and this becomes a way for people to identify a person's age. I have seen it used time and again where people look to see how old a person is, then pass simply on that alone--especially in the Tech industry. There is an article on Slashdot today about how to retrain "old IT people." The problem is the same as race, why are they singled out? In many states age is a protected class, so why is it not getting the same level of treatment as things like race? LinkedIn doesn't require you to list your race... Has anybody else observed this behavior? Perhaps they could simply give the option as the # years spent at a given location, in lieu of start/end?
I don't and will not put more than 10 years of experience on my resume no matter how old I get. My university study does not exist on my resume either. I am hoping this will help against discrimination.
I don't see the issue? Any resume you provide is going to have the dates of tenure (and probably a graduation date for that matter). Unless you're trying to argue that employers shouldn't be able to look at experience when hiring there's not much way around it. Even without ranges number of positons and the highest title reached can give you a relative age to some degree of accuracy.<p>I think tech's dirty secret is that there is ageism, but not against the old. You only need to look as far as the entry level jobs requiring 10 years exp to see that the system isn't really rigged in favor of young people.
I had somebody tell me they like to see if anybody had any gaps in their employment. But this is probably a false indicator either way and not worth the problem of encouraging Ageism bias.
> I have seen it used time and again where people look to see how old a person is, then pass simply on that alone--especially in the Tech industry.<p>Linkedin is simply a screening tool. And long before that, there were actual CVs on paper.<p>If you influence the hiring process, get curious about why people get screened-out. That's where you find the true hidden gems in talent.
I dont see a long history as a negative - if you are being recruited for one role, then often a technology from your past may swing it for you as the organisation has a system using this technology that no one wants to touch. So recruiting you makes sense as you can give advice on that system