Climbing up the career ladder, gives a person more experience and brings in more wages. But the flip side is higher one goes, narrower become chances of getting hired. My impression is not based on any research, but on purely anecdotal evidences.
One tends to find more job openings for younger people. The younger crowd tries to experiment and explore different careers. There is a lot of churning in that level, and naturally, job vacancies keep coming up in the lower rungs of an organisation.
In the middle and senior levels, many people tend to stick on to their jobs. They are averse to taking risks since they have various commitments like expenditure for their children's education, many loans which they need to pay back monthly etc.
Another reason is that employees at lower levels are paid lesser. There is a heavy cost burden when organisations recruit staff at higher levels. So, the probability of getting hired at senior levels become lesser.
Seniors tend to come to an organisations with a heavier baggage than juniors. They might also be less amenable and flexible, compared to a junior who might be willing to experiment and learn.
The seniors are usually counted for their experience, broad perspective, insights and ability to make very informed and mature decisions. In this context, a news item that I read a couple of month ago, comes to mind.
A Mumbai-based startup, Truebil, which is a virtual market place for pre-owned cars, is hiring interns who are over 60 years of age to work at middle and senior level managerial positions. Two advantages here: one, helping elders understand how new, niche technology works; and two, putting their maturity and experience to good use to mentor the employees of the startup who are mostly in their mid-twenties.
But all said and done, as we grow older, we need to understand and accept the fact that we have had our heydays; and that there are younger, brighter, smarter men and women who would be more efficient.
But, if someone wants to count on our skill sets, maturity and experience, like that startup, we are always there.
One tends to find more job openings for younger people. The younger crowd tries to experiment and explore different careers. There is a lot of churning in that level, and naturally, job vacancies keep coming up in the lower rungs of an organisation.
In the middle and senior levels, many people tend to stick on to their jobs. They are averse to taking risks since they have various commitments like expenditure for their children's education, many loans which they need to pay back monthly etc.
Another reason is that employees at lower levels are paid lesser. There is a heavy cost burden when organisations recruit staff at higher levels. So, the probability of getting hired at senior levels become lesser.
Seniors tend to come to an organisations with a heavier baggage than juniors. They might also be less amenable and flexible, compared to a junior who might be willing to experiment and learn.
The seniors are usually counted for their experience, broad perspective, insights and ability to make very informed and mature decisions. In this context, a news item that I read a couple of month ago, comes to mind.
A Mumbai-based startup, Truebil, which is a virtual market place for pre-owned cars, is hiring interns who are over 60 years of age to work at middle and senior level managerial positions. Two advantages here: one, helping elders understand how new, niche technology works; and two, putting their maturity and experience to good use to mentor the employees of the startup who are mostly in their mid-twenties.
But all said and done, as we grow older, we need to understand and accept the fact that we have had our heydays; and that there are younger, brighter, smarter men and women who would be more efficient.
But, if someone wants to count on our skill sets, maturity and experience, like that startup, we are always there.