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新上臺(tái)的美國(guó)政府給市場(chǎng)送來東風(fēng),，有人會(huì)說經(jīng)濟(jì)也迎來利好,，這對(duì)求職者可能是好消息。而如果你是年紀(jì)稍大的求職者,，應(yīng)該留意一下職業(yè)規(guī)劃大師馬克·賽內(nèi)德拉的建議：“簡(jiǎn)歷上不要出現(xiàn)2000年以前的工作經(jīng)歷,。”

趕緊刪掉,，抹掉,，就當(dāng)那些年不存在,。

賽內(nèi)德拉創(chuàng)立了面向頂尖行業(yè)人才的職業(yè)獵頭網(wǎng)站Ladders,，出任網(wǎng)站執(zhí)行董事長(zhǎng)。去年12月,，他在通訊簡(jiǎn)報(bào)中向900萬訂閱用戶提出上述建議,，激怒了部分用戶?！翱隙ㄊ盏搅艘恍┴?fù)面反饋,。”賽內(nèi)德拉說。

有一點(diǎn)得明確,，46歲的賽內(nèi)德拉并不是贊成年齡歧視,。他只想說明歧視確實(shí)存在。往往負(fù)責(zé)篩選簡(jiǎn)歷的都是人力部門剛畢業(yè)不久的新員工,。 “他們會(huì)說：‘等等,，這家伙上世紀(jì)80年代就在報(bào)社工作了？那他肯定不懂（年輕人愛用的社交應(yīng)用）Snapchat,?！?

就因?yàn)榈谝挥∠蟛贿^關(guān)，嘩啦,，你的求職簡(jiǎn)歷丟進(jìn)了垃圾桶,。沒錯(cuò)，這就是歧視,，就是不公平,。可這些人是招聘過程中把關(guān)的,，你的目標(biāo)是順利過關(guān),。

你也許覺得，刪除簡(jiǎn)歷里的早期經(jīng)歷顯得不夠誠(chéng)實(shí),，但簡(jiǎn)歷也不是非要面面俱到,。賽內(nèi)德拉認(rèn)為：“簡(jiǎn)歷是一種廣告，不是產(chǎn)品說明書,?！睂⒑?jiǎn)歷的篇幅控制在一頁(yè)是對(duì)任何人都適用。

聽來倒是有理,，可即使順利通過了《天才小醫(yī)生》主人公之類小年輕的簡(jiǎn)歷篩選（提到這部28年前的美國(guó)經(jīng)典情景喜劇暴露了我的年紀(jì)）,，也還得去面試，對(duì)吧,？我聽不少人說,，他們使盡渾身解數(shù)殺進(jìn)面試，不到30秒就發(fā)現(xiàn)人事經(jīng)理在留意他們斑白的鬢角,，機(jī)會(huì)就這樣沒了,。

賽內(nèi)德拉說，求職者應(yīng)該預(yù)料到會(huì)遭遇年齡歧視,，準(zhǔn)備好克服困難的計(jì)劃：“向他們展示你很靈活,，適應(yīng)能力強(qiáng)。你很有合作精神,，愿意接受年輕人的指導(dǎo)和反饋,?！蹦阋部梢灾赋觯愕谋尘吧娅C廣泛,，對(duì)團(tuán)隊(duì)可能有幫助,，擁有你這樣經(jīng)驗(yàn)豐富的成員有助于提升團(tuán)隊(duì)業(yè)績(jī)。

經(jīng)過研究從業(yè)很久然后跳槽成功的案例,，賽內(nèi)德拉提出以下建議：

要具體,。他舉例說，你可以講講自己如何學(xué)習(xí)一門新技術(shù),，或者聽從一位比你年輕的上司或是同事指導(dǎo),。

展現(xiàn)工作熱情?！耙恍└?jìng)爭(zhēng)的求職者經(jīng)驗(yàn)沒你豐富,，就會(huì)強(qiáng)調(diào)工作熱情和激情，你也得表現(xiàn)出熱情,?！?

直面年齡，言行得體,?！澳阍倌７拢膊豢赡艿酶贻p人一樣,?！彼裕?qǐng)別穿得像大學(xué)生,，也別用年輕人愛說的流行語,。

賽內(nèi)德拉指出，各行各業(yè)都免不了年齡歧視,。有朝一日也許會(huì)變,。但現(xiàn)在我要采納他的建議。我剛剛修改了在職業(yè)社交網(wǎng)站領(lǐng)英上的個(gè)人資料,。（財(cái)富中文網(wǎng)）

作者：Dan Lyons

譯者：馮豐

本文作者丹·萊昂斯著有暢銷書《顛覆：我在初創(chuàng)企業(yè)泡沫中的奇異遭遇》（Disrupted: My Misadventure in the Start-Up Bubble）,。

The new administration h as put some wind in the sails of the market and, some would say, the economy too—which is potentially good news for job seekers. But if you’re one of those seekers and you’re of a certain age, career guru Marc Cenedella has some critical advice: “Don’t list any dates on your résumé before the year 2000.”

Just zap it. Erase it. Pretend those years never happened.

Cenedella, founder and executive chairman of Ladders, a professional career site aimed at job seekers in the top 25% of the market, riled up some of his 9 million newsletter subscribers when he offered this guidance in December. “I definitely got some blowback,” he says.

To be clear, Cenedella, who is 46, isn’t saying that age bias is okay. He’s saying that it exists. The first person who reads your résumé will be an HR department screener who will be right out of college. “They’ll say, ‘Wait, this guy was working in newspapers in the 1980s? No way will he understand Snapchat.’?”

Boom, like that, your paperwork goes into the trash. Sure, this is biased and unfair. But these are the gatekeepers, and you need to get past them.

Trimming the early experience from your résumé might feel dishonest, but the document isn’t supposed to be comprehensive. “Your résumé is an advertisement, not a product manual,” Cenedella says. Confining a résumé to a single page is good advice for anyone.

Fair enough, but once I’ve slipped past Doogie Howser the résumé screener (yes, I’ve just aged myself with reference to a 28-year-old TV show), I still have to go to an interview, right? I’ve heard from countless people who wangled their way into an interview and then could tell, in the first 30 seconds, that the hiring manager had taken note of their graying temples and ruled them out.

Cenedella says you should expect to encounter age bias and have a plan to get ahead of it: “Show them you’re flexible and adaptable. You can collaborate. You can take direction and feedback from younger people.” You might also point out that your more extensive background can be an asset and that the team ought to perform better after adding an experienced hand.

After studying the most successful late-career movers, Cenedella recommends the following:

Be specific. Talk about a time when you embraced a new technology or took direction from a younger boss or colleague, he says.

Be passionate. “You’re going up against candidates who don’t have your experience. They’re selling enthusiasm and passion. You have to bring that too.”

Be your age. “You’re never going to adequately mimic the behavior of a younger generation.” So don’t dress like a college kid or try to use millennial lingo.

Age bias pervades every industry, Cenedella says. Maybe someday things will change. For now I’m going to take Cenedella’s advice. I just fixed my LinkedIn profile.