Too old to be hired in the Philippines

Apparently, age discrimination is legal and very open in the Philippines. Check out these management positions:

Training Officer (HMO) – “Male or Female, 25 to 30 years of age”

Marketing Research Speciality (HMO) – “Male and Female, 22 to 28 years of age”

Branch Sales Development Specialist/Supervisor (Retail – Alabang) – “Male/Female, not more than 35 years old”

Contract Specialist – “Male or Female, 22 to 26 years of age”

HR Manager (Pharma) – “Male/Female, 30-40 years old”

Corporate Planning Officer – “preferably female, 26-25 years old”

Brand/Product Manager – “Male/Female, age limit is 35”

This makes me wonder whether American employers think the same way when reviewing applications.

Eye-opening …

13 thoughts on “Too old to be hired in the Philippines

  1. Yeah they do.

    I even had a friendly agency recruiter tell me that was why I wasn’t getting jobs even after great interviews.

    Now I’m not the type of person who’d go to the Federal Government for redress, so I’m going for my own business instead.


  2. “Now I’m not the type of person who’d go to the Federal Government for redress, so I’m going for my own business instead.”

    May I ask what kind of business you’re starting? And do you need a partner? :-)


  3. Well I have a book coming out in May, with my photography of Saint Louis churches, and the publisher thinks it will be successful and that I will be very marketable afterwards. We’ll see. I have some work with the same publisher in the meantime, and would like to get additional book/photo work in the future.

    I suppose that I need a photographer’s representative. Do you know any?

    Don’t think I’m cut out to be a commercial photographer, don’t have the energy to multitask, unless it is for high-end projects that require lots of attention to detail.


  4. +JMJ+

    This is why my forty-six-year-old mother, with fifteen years of experience as a retail manager and the kind of skills and know-how that only come with that kind of experience, is being passed over for applicants fresh out of college who’d be lucky to be trained by someone like her. She has been trying to break back into retail for the past five years, but has always had to return to her job as an office supervisor for a small shipping company. (She was able to land that job thanks to contacts, but she’s also darn good at it!)

    This discrimination exists partly because people in their twenties are perceived as easier to train–and partly because they won’t be able to negotiate for higher salaries. It may not make much sense in the long run to cut costs by hiring an inexperienced manager, but it’s also the “safer” option if you don’t want employees eventually “taking over” your organisation. Many big companies are also family businesses and they prefer the top-ranking executives to be relatives, friends, or at least alumni from one of the “big three” universities in the country.

    The big grocery store down the block from my place has “salesgirls” who are in their fifties. They were hired in their twenties, given raises and more benefits throughout the years, but never promoted. (It’s possibly because they don’t have college degrees–which is a ridiculous policy. I agree with you, Jeff, that some jobs can be performed just as well without a degree.)

    So I tell my American friends, no matter how bad it gets over there, you guys still have a pretty good deal, compared to the rest of the world.


  5. Enbrethiliel:

    That’s very sad about your mother. Thanks for sharing this.

    My suspicion is that the same kind of discrimination is absolutely routine in the United States, though technically illegal.

    I will admit that I did this myself as an employer. As the owner of a small business in my 30s, I thought I would have been very uncomfortable as the “boss” of a man old enough to be my father. In fact I dismissed the application of an excellent potential employee on those grounds. How do I know? The next time I ran an ad for a pressman, he called again and asked me why I hadn’t contacted him since he applied months ago. Due to the urgency of my situation I gave him a chance, and he turned out to be an outstanding long-term employee.

    Some of this has to do with the highly fluid, dynamic, and even revolutionary nature of capitalism. It is true that younger people deal with perpetual and radical change more easily. Today’s corporate environment is in a state of constant revolution and the last thing employers want are employees who are likely resist the tide. It’s an inhuman tragedy on many levels.


  6. I have to believe I’m victim of this plight also. I’m 43 and have desired for years to reenter the field of IT technician work. Besides the depressed opportunities in that field in general since 2000, I dare think that the business IT culture much favors the young for all but the most senior-level positions (and even some of those, too).

    Combine that with the ever-worsening emphasis on postsecondary-degree credentials as a preconsideration for hiring, and we have a situation where – essentially – if one didn’t choose his career wisely (and pack his credentials with extortionately expensive sheepskin) by age 25, there are no longer any second chances. People like me, who never finished college and can’t afford to even think about it now, are doomed never to amount to anything, career-wise.

    I really need to get serious about investing in lottery tickets.


  7. Somerset ’76:

    I think you’re absolutely right about the career woes of anyone who hasn’t chosen his path wisely before the age of 25 in this economy. In earlier generations, mid-life second or third careers were not uncommon and could meet with success. I know of several cases in my own family. I’m not so sure that is realistic anymore.

    For many of us, perhaps, the answer may simply be contentedness with relative poverty …

    Nevertheless I hope your situation improves (with or without the help of the lottery!).


  8. +JMJ+

    The irony is that it is precisely the culture of this youth-obsessed age that makes it difficult for most people to make all the right career decisions by the age of 25! These days, even the most focused university students have an inner dabbler who wants to diversify his skills, experiences and interests as much as possible. I believe the old description is, “Jack of all trades, master of none.”

    Now, this doesn’t have to be a weakness. I can personally think of one young Catholic woman who reads Latin, writes penetrating literary criticism (as well as beautiful poetry), plays the violin, and has traveled to Italy and France. She’s a good friend of mine. =) Clearly, she has a lot to offer the world. Yet she is also having problems finding a good employment situation. None of her skills seem really marketable (at least until she gets her teaching credentials) and she’s not sure where in the world she’d fit in.

    Young job applicants may not have to deal with ageism, but this “scatteredness” typical of our generation is an inner monster just as hard to overcome.


  9. In my experience, both as a hiring manager and an applicant, I know that many employers discriminate, oftentimes blatantly, on the basis of age, weight, race, affectation, and many other factors. You’ll never find anything in writing, but I’ve witnessed and/or been told of egregious behavior in this area (e.g., “I’d *never* hire someone who looked like that,” etc.). Original sin rearing its ugly head.


  10. It’s a case of original sin to “discriminate” against somebody because he has unpleasant affectations? Geez, and here I thought we were still allowed to use common sense to make distinctions between and among applicants if they weren’t part of “protected groups.”


  11. I don’t think here in the US it is so much about age as it is about costs. Older workers are usually in the highest paid category in their field in a company. With America being controlled by “Corporate America” , it’s all about the cost. Not only do Older workers usually get paid higher salaries, their health insurance is utilized more ($$$) than younger workers and this also drives up the burdened costs for Older workers. That is why I’m hoping our concept will change the way companies think about employing older workers in America. With Cornerstone Professional Resources (CPR), companies get the benefit of better performance from experience older workers without the burdened cost. Our concept “Full/part time employees” lets our employees work full time for CPR, while working for two different companies consistently in the same week, week after week. This way, the burdened cost of older workers is actually shared between two companies, our employees get full time employment with CPR, and the companies get the benefits of the experience. It is a win-win for all. Every company we have talked to so far is impressed with the concept, and wants to work with CPR. CPR is more than just a job for me, as President and Founder of this organization it is more about helping older people find a way to continue to live financially like they want to, and also enjoy some form of modified semi-retirement without being forced out to pasture.


  12. I feel sure the American employers, deep inside them, already have a good age profile they want which best corresponds to the job specs they have; but which they cannot specify overtly. Such is the price for progress, I think.


Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s