It is fairly common these days to be 50 years or older and in the market for a new job or consulting opportunity. There are several factors that drive an ever-increasing population of older job seekers including longer lifespans, smaller than expected retirement funds, rising medical expenses, and extended retirement age.
Simultaneously, more companies are implementing strategic hiring initiatives to attract and retain more millennials.
How are older candidates able to compete with let alone differentiate from their younger counterparts?
What is ageism and who might experience it?
Ageism – a belief that older persons are unsuitable for employment – has been experienced by two-thirds of workers between the ages of 45 to 74, according to AARP. There are perceptions and stereotypes perpetuated in society that older workers lack the energy, skills, longevity, and humility to perform as well as a younger person. But armed with curiosity, knowledge, and experience, which tend to build through age, older workers can bring distinct value to a company.
How job seekers can mitigate ageism
Regardless of the benefits that older candidates bring, it still makes sense to mitigate any potential bias an employer may have towards you in the application process.
Fortunately, there are specific strategies to apply in the cover letter, resume and interview to divert the hiring manager away from your age and toward the reasons why you are a good fit for the job.
Make sure to address any potential red flags, like applying for a job far beneath your experience level, head-on with a credible explanation of why it won’t be an issue. Take a learning mindset approach in the preparation of your cover letter and resume and for the interview, to present yourself as a problem server, versus someone who has all the answers.
While ageism exists, focusing on what you can control and employing the strategies above can divert attention from your age and refocus it on the unique and compelling reasons you are the best candidate for the job.