President / Civil Engineering Recruiter @ Precision Executive Search, Inc | Expert in Civil Engineering Recruiting
Can we take a minute to discuss age discrimination in the civil engineering profession? In the early-to-mid 2000s, I often submitted candidates in the 50-55 age range to clients, only to face rejection. With my seasoned understanding of the industry, I could discern the unspoken biases at play. The prevailing notion back then suggested that once individuals hit fifty, they were on a one-way journey into retirement—an idea I found nonsensical and always challenged. Now, as I approach 50 with my daughters finishing or nearly finishing college, I feel I'm reaching new heights in my career as a search consultant, with a long and promising professional runway yet remaining. In the present day, particularly in the #civilengineering domain, I've observed a shift where individuals aged 60 and above are being hired, defying conventional expectations. I ponder whether: 🏋🏼🏃🏼♂️ People are adopting healthier lifestyles, enabling them to work longer -OR- 🧠🤯 Firms are finally recognizing the wealth of wisdom individuals with 30+ years of experience bring to an organization -OR- 📉👷🏼♂️ There's a shortage of #civilengineers, compelling organizations to overlook age in the face of necessity Regardless of the reason, the change in mentality is a positive development. Have you encountered #agediscrimination? How did it affect you? There's a plethora of talented civil engineers aged 60 and above who remain vibrant, energetic, and capable of making a significant impact in the civil engineering world. I challenge leaders and hiring decision-makers to reassess how they evaluate talent, especially those with 35+ years of experience. Keeping an open mind on such matters can make a huge difference in the success of your operation. That is all. #civilengineeringjobs #talentacquisition #changeyourperspective
Civil Engineer with Construction Project Management expertise, PMP
7motrue said 👍