#550
An Apt practical topic for the 550th blog!
In recent years, I've been noticing a troubling trend on social media—seasoned professionals, many with 15 to 30 years of experience, are finding it increasingly difficult to secure jobs after being laid off. These are individuals who’ve spent their careers building expertise, managing teams, and delivering results. Yet, after attending countless interviews and enduring multiple rounds of questions, they are met with eerie silence or are politely informed that they "do not meet the criteria."
I can’t help but wonder, what's really going on here? Why is it that companies are reluctant to hire experienced professionals? It’s a frustrating paradox—on one hand, organizations crave talent with proven track records, but on the other hand, seasoned professionals are often seen as a “no-go” for reasons ranging from salary fit to concerns over the scope of responsibility. Many companies fear that experienced candidates might reject offers that come with a significant pay cut or scaled-back benefits. Why waste time on both sides if seasoned talent isn’t really what they’re after?
The result is a growing pool of professionals, often at the peak of their capabilities, facing long, demoralizing job searches. It’s a stalemate, but it doesn’t have to be.
Why Companies Hesitate
In speaking with colleagues and reflecting on my own experience, it’s become clear that companies often hesitate to hire seasoned professionals for three main reasons:
Salary Expectations: There’s a perception that experienced professionals will demand higher compensation. Companies, under cost pressures, sometimes view them as "expensive hires."
Responsibility Fit: Many organizations assume that a seasoned employee won't be satisfied with less responsibility or a lateral move and fear they won’t stay for long.
Fear of Offer Rejection: HR teams may feel that if they extend a low offer, the candidate will reject it, wasting time and resources.
I’ve seen these dynamics play out firsthand in my own career. When companies are unwilling to offer a fair wage or responsibilities in line with the experience of the individual, it creates a disconnect that leaves both parties dissatisfied.
What Can Companies Do?
This stalemate isn't inevitable. There are concrete steps companies can take to better engage with seasoned talent:
Be Transparent from the Start: If budget constraints limit the offer, companies should be upfront about it early in the process. Don't lead seasoned candidates through multiple interview rounds only to disappoint with a lowball offer at the end.
Offer Flexibility: Consider part-time roles, consultancy positions, or project-based engagements. Many experienced professionals would appreciate flexible working conditions over compensation or traditional roles.
Focus on Mentorship and Knowledge Transfer: Seasoned professionals bring invaluable experience that younger teams could benefit from. Create opportunities for mentorship, training, and leadership development.
Reframe Value: Rather than seeing senior hires as an expensive liability, view them as investments. Their ability to solve problems quickly and their accumulated wisdom can save organizations money in the long run.
What Can Seasoned Employees Do?
For those of us with decades of experience under our belts, adapting to the shifting employment landscape is key. It’s frustrating, no doubt, but here are some strategies to improve our chances of being hired:
Update Your Skills: While experience is valuable, it must be coupled with relevance. Learn new technologies, embrace modern business practices, and stay on top of industry trends. I, too, have invested time in continuous learning, even after years in the field.
Be Willing to Pivot: Sometimes the perfect role isn’t available, but that doesn’t mean there isn’t an opportunity. Consider consulting, part-time work, or even roles in a different industry where your skill set is transferable.
Highlight Flexibility: Employers may fear seasoned professionals are set in their ways. During interviews, emphasize your openness to new ideas, willingness to take on diverse responsibilities, and the ability to work within different pay structures.
Network Proactively: You’ve likely spent years building connections—now is the time to leverage them. Attend industry events, engage in online discussions, and reach out to former colleagues. Many seasoned professionals, myself included, have seen opportunities come not from job boards, but from personal connections.
Practical Example: Transitioning with Grace
Take the story of a former colleague of mine. After 25 years in the EHS field, he was laid off from his leadership role during a restructuring. It took him nearly a year to find another job, despite being highly qualified. What worked for him, eventually, was positioning himself as a mentor and problem-solver, rather than insisting on a top-tier salary or title. He accepted a consulting role, which later turned into a permanent position. Flexibility and adaptability are key in this new reality.
Another example is from my own career. During the 2007-2009 financial crisis, when our business was down by 74%, I experienced furloughs and zero travel for months. Instead of focusing on what was lost, I adapted, using alternate means to deliver results and sustain my career. It was tough, but survival in these situations requires more than just skill—it demands a shift in mindset. In 2012 when I decided to quit corporate career, it was a very easy decision.
Global Perspective
Globally, the employment market has been reshaped by technological advancements, economic shifts, and the rise of the gig economy. In developed countries like the U.S., Europe, and even parts of Asia, companies have moved towards more lean operations and a preference for younger, cheaper talent. Seasoned professionals, particularly in industries like manufacturing, traditional engineering, or even finance, are finding themselves at a crossroads because of the rapid pace of change.
Technological Disruption: Many seasoned employees face the challenge of staying updated with new technologies. Industries are automating, and digital skills are often a prerequisite for roles that may not have required them a decade ago. I have seen older professionals struggle with cloud computing, advanced data analytics, and AI-driven decision-making, which can put them at a disadvantage. Upskilling, especially in relevant technology, is now non-negotiable.
Gig Economy: The rise of freelance and contract work, especially in countries like the U.S., means companies are often more willing to hire freelancers for project-based work. This is both an opportunity and a challenge for seasoned professionals who may not be familiar with how to market themselves as independent consultants. Adapting to this model requires a change in mindset and the ability to sell yourself as a valuable resource on a per-project basis.
Indian Perspective
In India, the situation is unique because of its demographics and economy. Here’s what stands out:
Younger Workforce: India’s working-age population is predominantly young, and companies tend to hire fresh graduates or mid-level employees who come at a fraction of the cost of experienced professionals. This creates a sense of being priced out of the market for seasoned employees. However, seasoned professionals who have leadership, process-driven roles, or specialized knowledge (e.g., EHS, Safety, Regulatory, etc.) can still be invaluable to companies—especially when those industries mature.
Perception of Obsolescence: In India, companies often equate seniority with rigidity. I’ve noticed that many organizations assume seasoned professionals are resistant to change or unable to adapt to newer business models, technologies, or agile working environments. This is a major obstacle. Experienced professionals must proactively showcase adaptability and a willingness to work with younger teams.
Industry-Specific Challenges: In sectors like IT or manufacturing, where India has a strong global presence, competition for senior roles is fierce, often driven by cost savings. But industries like infrastructure, logistics, or agriculture-related sectors—where India is seeing growth—offer opportunities for seasoned employees to bring their process expertise and long-term industry knowledge.
Local Example: I recently read about an ex-banker who struggled to find employment after his company downsized. Eventually, he found success by transitioning into the education sector as a mentor and trainer for young financial professionals. His years of experience were invaluable in shaping the next generation. Such examples show that professionals may have to look beyond their comfort zone and target adjacent sectors where their expertise is transferable.
Practical Advice for Seasoned Employees (Indian Context)
Tailor Expectations: Many Indian companies are hesitant to offer senior roles at high pay packages, especially in mid-tier firms. It’s important to align salary expectations with market realities. Instead of focusing purely on compensation, emphasize the value you can bring in terms of mentoring and business strategy.
Leverage Niche Expertise: In India, niche sectors like Process Safety, Regulatory Affairs, or even Corporate Governance are fields where experience is indispensable. Seek out roles where your depth of knowledge can solve problems that younger candidates simply haven’t faced yet.
Mentorship and Consultancy: The consultancy model is growing rapidly, especially in India’s startup ecosystem. Many seasoned professionals, instead of vying for full-time positions, have become independent consultants or joined accelerators where they can help mentor younger companies while maintaining flexibility. This also helps bypass the age-related biases that sometimes exist in full-time hiring.
Practical Advice for Companies
Apprenticeship Model for Seasoned Employees: Companies can innovate by introducing a sort of reverse apprenticeship, where senior employees take on part-time mentorship roles. This allows them to pass on knowledge to younger teams, while not demanding a full-time commitment.
Open Discussions on Role Fit and Compensation: Instead of assuming a seasoned employee will expect a certain salary, companies should create an open dialogue early in the interview process. Many experienced professionals are willing to trade some level of compensation for flexibility, autonomy, or a role that allows them to have an impact.
Cross-Functional Expertise: Encourage seasoned employees to take on cross-functional or interdepartmental roles. Their experience in navigating complex systems and organizations is often underappreciated, and using them to improve overall company efficiencies could be highly beneficial.
Personal Touch and Reflection
Reflecting on my own career, I can relate to the difficulty of transitioning from corporate life to independent consulting. When I left the corporate world to start my consulting business after 27 years, I wasn’t fully prepared for how much the job market had changed. What worked for me was pivoting to a consultancy role that allowed me to use my specialized expertise in EHS. But it didn’t happen overnight—I had to market myself differently, build a network, and prove that I could deliver results outside of a full-time position.
For many seasoned professionals, the key is resilience and adaptability. As frustrating as the process may be, shifting focus to sectors that value experience, upskilling, and being open to alternative work models will keep seasoned professionals competitive in today’s job market.
In conclusion, the current employment landscape for seasoned professionals is tough, but it’s not hopeless. By reframing expectations, both companies and job seekers can move beyond the stalemate. After all, experience is more than just years on a resume—it's the hard-won wisdom that can drive businesses forward if given the chance.
What do you think? Any comments?
Karthik.
This blog post was triggered my good friend's struggle (An Electrical Engineer) for past 13 months to find a job (15 years of experience. Ultimately he got an offer this week, in an ASEAN nation).
19th Sep 2024. (Boy one year since my hospitalisation for Bronchal infection, time flies!).
11am.
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