Wendy Weber on Executive Recruiting

Interesting issues raised in the Money and Careers section of the weekend’s Newsday:

A reader applied for a position, and received no reaction to her application. Four months later, she noticed the same position being advertised. She is over 50, and she assumed that age was the problem. She asked the Money & Careers advisor, “Would it be a lost cause if I applied again?”

She was instructed to reapply without mentioning her earlier application. “Resume screeners are far from infallible – they may have misjudged your resume or left you out of the running for any number of reasons.”

“Rewrite your resume. This time, match, point by point, the job’s requirements with your qualifications.”

One more tip: A reader shared her technique for encouraging a good response to her ad replies. She added a postscript to her cover letters that read:

“Yes, I’m over 50, am in vigorous health and have superb experience for your position. We really ought to talk.”

With a population that is living longer, and social security cutoffs being raised, many professionals will be working through their 50’s, 60’s and even 70’s. An older worker will often go the extra mile to demonstrate their value to their employer, and companies that ignore the applications of workers over 50 are not only discriminating, they are missing out on a valuable segment of the workforce.

Over the past year, we have encountered unexpected setbacks in a surprising arena: Drug Testing.

The candidates we work with are, by and large, established direct and online marketing professionals. They are not entry level. Most are people who have been in the workforce for at least 5 years, many for over 25 years. They have proven track records of success, and lengthy durations of tenure with their employers.

It has come as something of a shock that in 2010 we were at the point of finalizing placements with 2 different candidates up for positions for 2 different employers when they failed the drug test.

Follicle hair testing can detect use of drugs over the prior 90 days. A hair follicle drug test measures the drug molecules and their specific metabolites that are produced only after the drug has been processed by the human body. After the drug is processed, trace amounts of its metabolites are inserted into hair follicle by the bloodstream.

Although our candidates insist their use of drugs was limited to occasional, recreational use of marijuana, our clients rescinded the offers of employment. It is certainly true that workers impaired by illegal drugs can threaten the safety and productivity of a business. At the very least, drug use demonstrates a disregard for the law. We stand behind ethical companies conducting responsible hiring processes.

And yet…It has been a frustrating, and very revealing, experience for us as recruiters. Do I think that if hired, these candidates could have performed admirably in their new positions? Yes. But they will not have the opportunity to do so.

So here are my words of caution:

Although you may think that what you are doing over the weekend is your own business, if you are engaged in a job search, it may just be your prospective employer’s business, too. Be aware that many companies are conducting drug tests, and think twice about indulging in illegal drug use if you are pursuing a new position.

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