Job Search for the Older Job Seeker

The job search is hard, particularly if you were laid off. Add age to the mix, and it instantly becomes even more difficult. It’s an unfortunate fact but ageism does exist in the job market. In fact, recent AARP research on work and jobs shows that almost 66% of workers over 50 reports observing or experiencing age discrimination in their workplace.

The good news is that you have the power to push back against ageism in your job search. The key is to first understand what age discrimination is and the misperceptions behind it. Once you understand these myths, you can take specific, proactive actions to address them.  Below is a practical, evidence-informed approach to navigating a job search later in your career.

What is Ageism?

Ageism refers to stereotyping, prejudice, or discrimination against individuals or groups based on their age. It can take the form of negative attitudes and beliefs, biased or unfair treatment, and the reinforcement of discriminatory practices or policies.

In the job search and workplace, ageism often stems from the assumption that older job candidates or employees are less competent, adaptable, productive, or technologically skilled, despite a wealth of evidence to the contrary.

The Myths Behind Ageism

Among the many myths or misperceptions that individuals have about the mature worker, are the following:

• Their salary expectations are too high

• They do not want to learn new skills or use new systems, processes, and procedures

• Change is hard for them; they are rigid and want to do things the way they have always done them

• They will retire in a few years.

• They do not collaborate well with younger workers, particularly younger managers

• They will cost more in terms of benefits because they are older and are sick more

Myth #1 Learning New Skills & Technologies

A common misperception about older workers is that they either don’t want to or can’t learn new things, particularly with regards to technology. With our rapidly changing world and high-paced work environments, an attitude of continuous learning is a must for all ages!

The reality is that older workers have navigated significant change throughout their careers and consistently adapted to new ways of working. That experience—combined with a strong understanding of related concepts—often gives them an advantage when learning new approaches. As a result, training costs for older employees are typically lower.

Myth #2 They won’t stay long (they’re about to retire)

Traditionally, our culture has followed a model of working full-time until the early to late sixties and then stopping. That model of retirement has changed. Today, many individuals want to remain engaged in the workforce, connected to their purpose, and be relevant. They also want and need flexibility to pursue their passions and hobbies and find time for caregiving. By doing so, they are working longer and contributing valuable institutional knowledge and skills to organizations . While their work may look different — fractional, consulting, contract, part-time, or self-employed — they are still actively contributing.

Progressive employers such as Scripps, CVS, and the  Aerospace Corporation have established initiatives that support, attract, and retain older workers, as well as other employees, creating a multi-generational workplace.  

The irony in this myth is that while employers worry about older workers retiring, younger employees statistically change jobs more frequently!  

Myth #3 Older Workers are less productive

Not True! Several studies show that mature workers often outperform younger employees because their years of experience have provided them with:

• Sounder evaluation and judgment

• Greater accuracy and fewer mistakes

• Strength in decision making

• Stronger time-management skills

• A quality orientation

• Deep, specialized domain expertise

Consider these recent studies:

• A 2022 meta-analysis concluded that professional teams tend to function better when they have company veterans among them, as did a Bank of America's study two years later.

• A Boston Consulting Group study in 2022 showed age-diverse teams outperformed homogeneous ones, with the best results coming when older workers' judgment combined with younger employees' digital skills.

In addition, older adults tend to have superior interpersonal and problem-solving skills and are better able to deal with co-workers and customers than their younger counterparts. Patience learned through years of experience is a valuable attribute in stressful situations that require objective thinking over emotional reaction.

This data supports the concept of multiple generations

in the workplace as the most successful business model.

Myth #4: They will miss more work because of illness

Research demonstrates that older employees have higher attendance rates and fewer, if any, unscheduled absences compared to younger staff. Their commitment to their roles leads to better reliability (Ohio Department of Aging, 2022). In addition, workers aged 65 and older are eligible for Medicare, which can further reduce an employer's health care costs.

Myth #5: They resist change 

Resistance to change is more related to personality and workplace culture than age. In fact, experienced employees often support change when they understand the purpose and see clear benefits. There is also evidence that creativity and innovations increases with age.  Remember, experienced workers have successfully dealt with a multitude of changes!

Myth #6: They cost more (salary and benefits)

While some older workers earn higher salaries due to tenure, this is very dependent on the role and organization. Older workers are willing to work differently to fit their lifestyle, including lateral roles, flexible schedules, or different compensation structures. Additionally, turnover costs for replacing experienced employees can be high.

Myth #7: They Won’t be Able to Work with Younger Colleagues and Managers

The myth that older workers can’t work well with younger coworkers is based on stereotypes, not evidence. Research shows that age-diverse teams often perform better because they combine experience, institutional knowledge, and fresh perspectives. Differences in communication or technology use are about exposure and training—not age. In reality, collaboration depends on individual skills and mindset, and mixed-generation teams can strengthen organizations through mutual learning and mentorship. Multi-generational teams often outperform homogeneous ones due to their diverse perspectives.

Dispelling the Myths

Your job as a mature job seeker is to dispel each one of these myths. How? By exhibiting high energy, talking about your accomplishments, and demonstrating relevance. Tips for doing so are below:

• Engage with a coach and do self-assessment to determine what you want this phase of your life to look like. What you want during your “unretirement”. 

• Demonstrate to a hiring manager that you are a continuous learner with current skills. Perhaps you need to learn a new software, obtain a certification, or complete a degree in order to be competitive.  There are numerous free and low-cost options to gain new skills. Additionally, the Dislocated Worker Program with Minnesota Job Partners can potentially help you fund a course or program. Talk to your career counselor about this.  

• Emphasize relevance in your resume by: 

o Including recent results in the last 5 – 15 years with measurable impact. i.e. Led a cross- functional team of 18 through a digital transformation that reduced operating costs by 22% in 18 months. 

o Removing graduation dates from your resume 

o Remove outdated terminology (i.e. faxed) 

o Using a clean, ATS compliant format with a current font such as Aptos 

o Explicitly list: current platforms, recent certifications, technology fluency, & AI familiarity. 

• Think through all the reasons your age might be a negative to a company. Then, frame an objection for each one: 

  • Perhaps you think the company doesn’t believe you have current technology skills: “I recently got certified in (Technology) and I’m currently taking courses on (Platform A) and (Platform B).’ 

• Address the issue of retirement, salary, and fit by scripting your response: 

  • "I’m intentionally targeting roles where I can apply my experience without necessarily needing the top seat” 

  • “I understand market compensation has shifted, but I’m focused on finding the right opportunity”

  • “I’m not planning to retire anytime soon. I’m very energized by the work I do, and I’m looking for a role where I can contribute meaningfully for the long term.” 

• Manage your energy during the job search like a project, and establish achievable metrics such as: 

  • 5 - 10 networking conversations per week 

  • 3 – 5 target applications 

• Consider different work strategies mentioned earlier, including consulting, fractional leadership, contract roles, board work, hybrid income streams. 

• Be careful of dismissive words in the interview that diminish your accomplishments: “I may be overqualified but…”. Instead, speak clearly about your value, curiosity, and enthusiasm using actual examples of accomplishments with results. 

• Don’t forget to grow your network by reconnecting with former colleagues, friends, family, neighbors, etc

Resources:

1.       The New Retirementality: Planning Your Life and Living Your Dreams...at Any Age You Want (New Retire-Mentality) by Mitch Anthony

2.       What Retirees Want: A Holistic View of Life’s Third Age, by Ken Dychtwald, PhD, and Robert Morison

3.       Visit this site that describes AARP’s Employer Pledge program to find companies that hire older workers  https://www.aarp.org/work/job-search/employer-pledge-program-helps-older-workers/