Why do we have ageism in a dynamic labor market?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I work with a bunch of people under 35 and they are totally clueless. I would hire someone in their fifties or sixties any day over these insufferable twits.

And those under 35 people have never seen a bad job market. The 2008 Financial crisis is something they barely remember.

I recall in 4th quarter 1991 in recession we get 1,000 applicants a junior audit job. Back when you applied via physical mail. My VP said show to HR show me only people with CPAs, Big 4, and direct industry experience. Still to many than added only T20 schools. He got it down to 8-10 resumes. Something similar happened in 4Q of 2008 but not electronic we get 2,000 to 3,000 applications.


That’s when sorting happens. People under 35 have never seen a bad job market other than Covid blip.

And when it goes bad I say people who said who needs a MBA or work big 4 or network is screwed.

Sandy Springs Bank laid off some dead wood in merger this summer. Folks sittting in cubes 10-25 years at a soon to be forgotten small bank, good luck

NP. I’d be interested to hear your thoughts on entering the job market as an older, yet new accountant. Master’s, CPA eligible. Because that’s the situation I’m about to be in.

I’d say you’re in a not great position. I’m a CPA in management at a federal agency and I see similar situations with employees who somehow made it to the GS-14 or even GS-15 level in accounting without a CPA or masters degree and are 100% incompetent in anything involving detailed analysis or actual knowledge of financial management concepts. AI is going to change routine mundane work and these people need to step it up or get out. There are many that are younger too. I’m late 30s and I’ve managed others in their 30s to mid-40s who don’t have a damn clue what they’re doing.

Do you provide hands on mentorship and make it clear that they need to up their game?

Granted, I only manage 25 - 30 year olds because the hiring budget is low and we work in office full time. But I make sure every day, one IC gets at least 30 min from me to walk through a problem / design tech tool from scratch.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I work with a bunch of people under 35 and they are totally clueless. I would hire someone in their fifties or sixties any day over these insufferable twits.

And those under 35 people have never seen a bad job market. The 2008 Financial crisis is something they barely remember.

I recall in 4th quarter 1991 in recession we get 1,000 applicants a junior audit job. Back when you applied via physical mail. My VP said show to HR show me only people with CPAs, Big 4, and direct industry experience. Still to many than added only T20 schools. He got it down to 8-10 resumes. Something similar happened in 4Q of 2008 but not electronic we get 2,000 to 3,000 applications.


That’s when sorting happens. People under 35 have never seen a bad job market other than Covid blip.

And when it goes bad I say people who said who needs a MBA or work big 4 or network is screwed.

Sandy Springs Bank laid off some dead wood in merger this summer. Folks sittting in cubes 10-25 years at a soon to be forgotten small bank, good luck

NP. I’d be interested to hear your thoughts on entering the job market as an older, yet new accountant. Master’s, CPA eligible. Because that’s the situation I’m about to be in.

I’d say you’re in a not great position. I’m a CPA in management at a federal agency and I see similar situations with employees who somehow made it to the GS-14 or even GS-15 level in accounting without a CPA or masters degree and are 100% incompetent in anything involving detailed analysis or actual knowledge of financial management concepts. AI is going to change routine mundane work and these people need to step it up or get out. There are many that are younger too. I’m late 30s and I’ve managed others in their 30s to mid-40s who don’t have a damn clue what they’re doing.

You’re saying *with* a Master’s degree and potentially a CPA it’s still a no go?

I think PP meant "people who don't have a damn clue" is a no go.
Can't say for your situation. Do you know what you are doing?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I work with a bunch of people under 35 and they are totally clueless. I would hire someone in their fifties or sixties any day over these insufferable twits.

And those under 35 people have never seen a bad job market. The 2008 Financial crisis is something they barely remember.

I recall in 4th quarter 1991 in recession we get 1,000 applicants a junior audit job. Back when you applied via physical mail. My VP said show to HR show me only people with CPAs, Big 4, and direct industry experience. Still to many than added only T20 schools. He got it down to 8-10 resumes. Something similar happened in 4Q of 2008 but not electronic we get 2,000 to 3,000 applications.


That’s when sorting happens. People under 35 have never seen a bad job market other than Covid blip.

And when it goes bad I say people who said who needs a MBA or work big 4 or network is screwed.

Sandy Springs Bank laid off some dead wood in merger this summer. Folks sittting in cubes 10-25 years at a soon to be forgotten small bank, good luck

NP. I’d be interested to hear your thoughts on entering the job market as an older, yet new accountant. Master’s, CPA eligible. Because that’s the situation I’m about to be in.

I’d say you’re in a not great position. I’m a CPA in management at a federal agency and I see similar situations with employees who somehow made it to the GS-14 or even GS-15 level in accounting without a CPA or masters degree and are 100% incompetent in anything involving detailed analysis or actual knowledge of financial management concepts. AI is going to change routine mundane work and these people need to step it up or get out. There are many that are younger too. I’m late 30s and I’ve managed others in their 30s to mid-40s who don’t have a damn clue what they’re doing.

Do you provide hands on mentorship and make it clear that they need to up their game?

Granted, I only manage 25 - 30 year olds because the hiring budget is low and we work in office full time. But I make sure every day, one IC gets at least 30 min from me to walk through a problem / design tech tool from scratch.

GS-14s and 15s should not require daily hands-on mentorship. I encourage training and document issues with work products and provide guidance on corrective action. However, I also document their failure to perform and manage them out. It’s obviously become more difficult this year to do that since there are no options for them to leave.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Our system rewards winners and punish losers. That's all. It's absolutely heartless. I'm glad I survived this system. I am 64 and retiring next year. When I reflect back on my career site I have made a lot of money, we are the envy of the world. But at what cost? My health is poor (yes I blame myself for not prioritizing fitness and chasing $$ instead). But then I look around and 9/10 men in my cohort are in similarly poor health. Yes we have money in this country,but at what cost?

Omg, someone working in their job doing a good work but not advancing is not a fing loser. That mentality is why we have so many problems.

+1. Don't we blame poor people for being poor in this country? Every time someone fails to "succeed" whatever it means, we have 99 ways to tell it's their own damn fault.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I work with a bunch of people under 35 and they are totally clueless. I would hire someone in their fifties or sixties any day over these insufferable twits.

And those under 35 people have never seen a bad job market. The 2008 Financial crisis is something they barely remember.

I recall in 4th quarter 1991 in recession we get 1,000 applicants a junior audit job. Back when you applied via physical mail. My VP said show to HR show me only people with CPAs, Big 4, and direct industry experience. Still to many than added only T20 schools. He got it down to 8-10 resumes. Something similar happened in 4Q of 2008 but not electronic we get 2,000 to 3,000 applications.


That’s when sorting happens. People under 35 have never seen a bad job market other than Covid blip.

And when it goes bad I say people who said who needs a MBA or work big 4 or network is screwed.

Sandy Springs Bank laid off some dead wood in merger this summer. Folks sittting in cubes 10-25 years at a soon to be forgotten small bank, good luck

NP. I’d be interested to hear your thoughts on entering the job market as an older, yet new accountant. Master’s, CPA eligible. Because that’s the situation I’m about to be in.

I’d say you’re in a not great position. I’m a CPA in management at a federal agency and I see similar situations with employees who somehow made it to the GS-14 or even GS-15 level in accounting without a CPA or masters degree and are 100% incompetent in anything involving detailed analysis or actual knowledge of financial management concepts. AI is going to change routine mundane work and these people need to step it up or get out. There are many that are younger too. I’m late 30s and I’ve managed others in their 30s to mid-40s who don’t have a damn clue what they’re doing.

Do you provide hands on mentorship and make it clear that they need to up their game?

Granted, I only manage 25 - 30 year olds because the hiring budget is low and we work in office full time. But I make sure every day, one IC gets at least 30 min from me to walk through a problem / design tech tool from scratch.

GS-14s and 15s should not require daily hands-on mentorship. I encourage training and document issues with work products and provide guidance on corrective action. However, I also document their failure to perform and manage them out. It’s obviously become more difficult this year to do that since there are no options for them to leave.

Whether a person is good at their job is not related to their title. I know in theory they should.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Our system rewards winners and punish losers. That's all. It's absolutely heartless. I'm glad I survived this system. I am 64 and retiring next year. When I reflect back on my career site I have made a lot of money, we are the envy of the world. But at what cost? My health is poor (yes I blame myself for not prioritizing fitness and chasing $$ instead). But then I look around and 9/10 men in my cohort are in similarly poor health. Yes we have money in this country,but at what cost?

Omg, someone working in their job doing a good work but not advancing is not a fing loser. That mentality is why we have so many problems.

+1. Don't we blame poor people for being poor in this country? Every time someone fails to "succeed" whatever it means, we have 99 ways to tell it's their own damn fault.

In which country does the poor get a pass?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I work with a bunch of people under 35 and they are totally clueless. I would hire someone in their fifties or sixties any day over these insufferable twits.

And those under 35 people have never seen a bad job market. The 2008 Financial crisis is something they barely remember.

I recall in 4th quarter 1991 in recession we get 1,000 applicants a junior audit job. Back when you applied via physical mail. My VP said show to HR show me only people with CPAs, Big 4, and direct industry experience. Still to many than added only T20 schools. He got it down to 8-10 resumes. Something similar happened in 4Q of 2008 but not electronic we get 2,000 to 3,000 applications.


That’s when sorting happens. People under 35 have never seen a bad job market other than Covid blip.

And when it goes bad I say people who said who needs a MBA or work big 4 or network is screwed.

Sandy Springs Bank laid off some dead wood in merger this summer. Folks sittting in cubes 10-25 years at a soon to be forgotten small bank, good luck

NP. I’d be interested to hear your thoughts on entering the job market as an older, yet new accountant. Master’s, CPA eligible. Because that’s the situation I’m about to be in.

I’d say you’re in a not great position. I’m a CPA in management at a federal agency and I see similar situations with employees who somehow made it to the GS-14 or even GS-15 level in accounting without a CPA or masters degree and are 100% incompetent in anything involving detailed analysis or actual knowledge of financial management concepts. AI is going to change routine mundane work and these people need to step it up or get out. There are many that are younger too. I’m late 30s and I’ve managed others in their 30s to mid-40s who don’t have a damn clue what they’re doing.

You’re saying *with* a Master’s degree and potentially a CPA it’s still a no go?

I think PP meant "people who don't have a damn clue" is a no go.
Can't say for your situation. Do you know what you are doing?

In general? Sure. But as I said above, I am about to get a master’s in accounting and am new to the field. So if your question is whether I’m a seasoned accountant, the answer is no.

[Anonymous]

Because as you age you should get smarter. I had a 32 year old guy recently operating at the level of a 23 year old, that’s not ok, and a 38 year old at level a 27 year old. Not my job to catch you up ten years. I let them drink
From firehose they learn within a year or be gone.

I am not their father, brother, mommy or sister or teacher. Once you hit 40 it is game over of stupid

[Anonymous]

Anonymous wrote:

Anonymous wrote:Do people over 50 not get jobs?

Over 45 is tough, especially for women.

Yes.