Dear Job Doctor,

Why is it so difficult to get a job in Luxembourg when you are over 50? What would be your recommendation?

It is an unfortunate reality that over-50s in Luxembourg are finding it increasingly difficult to change jobs or find employment. There are a number of reasons but the two most common are salary expectations and age discrimination.

Luxembourg is one of very few countries that adopts an indexation on salaries. Stating the obvious, the longer one has been receiving the indexation with the compounded percentage year on year increase, the more likely they are to be receiving or have received a higher salary.

When a job vacancy is defined, a budgeted salary is assigned to it. This budget is dictated by the level and complexity of skills and competencies required. Now, if two individuals apply for the role with the same level of skills and competence, regardless of length of experience--more experience does not always equate to a higher level of competence)--assuming they both meet all the criteria, including personal characteristics, and one is earning substantially less, the employer is highly likely to choose the most cost effective. The mature candidate’s salary expectations limits the number of opportunities available. 

Age discrimination is a concern and can be fuelled by poor recruitment governance. There is a prevalence to determine competence and personal characteristics on the length of experience or age. Hiring managers can fall into the habit of stipulating age as a criterion for selection. For example, the criteria may state that the candidate must be between 30 and 35 years old. This form of criteria is prohibited under EU directives and Luxembourg’s constitution, while from a recruitment and selection point it does not determine whether a candidate will meet the competence and personal characteristics required to perform in the role.

Both human resources departments and recruitment firms have a moral obligation to objectively select candidates on competence and personal character only. Not only is this form of objective evaluation more likely to identify the right candidate, it will also protect organisations from potential litigation from candidates who have been discriminated against based on age.

As a consequence of age discrimination, I recommend that the seasoned professional consider a variety of methods to present their credentials to a prospective employer. One of the most effective is to identify someone in their network who works for the employer to refer them directly to the hiring manager, circumnavigating a potential discriminatory recruitment and selection process.

Referrals are read and referrals get a response.

Darren Robinson is managing director of Badenoch & Clark Luxembourg, the largest staffing and recruitment firm in the Grand Duchy.

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