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Hello everyone! I'm looking for an entry level Product Manager role at a Tech company. Currently I'm working at Cognizant as a Programmer Analyst Trainee Intern and will be graduating next month with a major in Computer Science. If there's any opening for Associate Product Manager in your org., please let me know!
I've been a team lead for multiple national level hackathons, built UX Designs, wrote PRDs, and learning more about PM.
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Could you all please suggest any alternative technologies which I can learn and which is in Demand. Tata Consultancy Accenture HCL Technologies Infosys Deloitte Wipro IBM Cognizant Larsen & Toubro Infotech Tech Mahindra
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I mean I would say that age can become a factor when you are very much older because of the stress of the job and depending on if there is a lot of travel involved. But I think it works out just fine if younger people are doing more of the heavy lifting on that front and more senior folks are making more strategic decisions. I see what you mean about young people having great energy but maturity and life experience counts for a lot. Especially since younger people haven't experienced the level of changes in the industry over the years like us older people.
Yes, I agree with this. To the original post, the younger candidates would need to still learn a role from the ground up, regardless of education. Maturity in the field comes with the experience and the ability to make decisions in time of stress or emergencies. My experience has been a lot of hand holding with recently graduated candidates and very little self motivation. But, get 10 years under their belts and it’s a completely different situation, and thats still considered young. So the description of “young “ or “old” is broad, depending on who you ask. “Young” may still have something to prove. Mature may not feel the necessity if they’ve got years of experience. Energy level is based on the individual. I work with many mature people that can run circles around much younger workers. I feel you’re painting with a pretty broad brush.
There are both advantages and disadvantages to consider when hiring older workers. Here's a balanced analysis:
Pros:
Experience and Expertise: Older workers often have a wealth of knowledge and experience gained throughout their careers. This can be invaluable in roles requiring expertise, leadership, and problem-solving skills.
Strong Work Ethic and Reliability: Older workers often have a strong work ethic, a commitment to quality, and a focus on reliability. This can lead to increased productivity and reduced turnover.
Mentorship and Stability: Experienced workers can be valuable mentors and coaches to younger colleagues, fostering a culture of knowledge sharing and collaboration. Their presence can also contribute to a more stable and experienced workforce.
Lower Training Costs: Due to their existing knowledge and skills, older workers may require less training than younger hires, saving time and resources for employers.
Reduced Absenteeism: Older workers tend to have lower rates of absenteeism and presenteeism than younger workers, leading to increased productivity and reduced costs associated with employee absence.
Diversity of Perspective: Older workers can bring valuable diversity in terms of perspective, experience, and problem-solving approaches, which can benefit teams and organizations as a whole.
Cons:
Higher Salary Expectations: Older workers, with their experience and expertise, may command higher salaries and benefits than less experienced candidates.
Adapting to New Technologies: Some older workers might require more time and support to learn new technologies and adapt to changes in the workplace.
Health Concerns: There is a perception that older workers are more likely to experience health issues that may lead to increased absenteeism or decreased productivity.
Ageism and Unconscious Bias: Age bias, both conscious and unconscious, can influence hiring decisions, leading to unfair disadvantages for older candidates.
Shorter Career Length: Compared to younger workers, older workers may have a shorter remaining career span, potentially impacting long-term investment and training returns.
Limited Digital Literacy: While not universally true, some older workers may have less experience and comfort with digital tools and technologies compared to younger generations.
Ultimately, the decision to hire an older worker should be based on individual skills, experience, and qualifications, not simply age. By considering both the pros and cons and recognizing the unique value that older workers can bring to the table, employers can make informed and inclusive hiring decisions.
As an "older" worker, I feel damn fortunate that I don't exhibit any of the negative labels associated with the above cons. But then again, agism is a reality...and for the younger workers out there, a brief reminder - we ALL get old at some point.