Tips for Overcoming Age-Related Career Challenges

It is so frustrating to be judged based on your age. In a highly competitive job market, my older clients are expressing their increased frustration with the misconceptions that they lack adaptability and energy, or that they'll retire soon. According to a recent AARP Survey, about 64% of workers aged 45 and older believe that age discrimination impacts their job search. Ageism is very real and continues to challenge experienced professionals in their job search! Here are specific strategies to apply in the resume, cover letter, and interview to divert the hiring manager away from your age and toward the reasons why you are a good fit for the job. 1. 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐈𝐦𝐩𝐚𝐜𝐭, 𝐍𝐨𝐭 𝐓𝐞𝐧𝐮𝐫𝐞. Rather than listing "30 years of experience," highlight recent achievements that demonstrate the positive outcomes you have achieved. 2. 𝐂𝐥𝐚𝐫𝐢𝐟𝐲 𝐘𝐨𝐮𝐫 𝐌𝐨𝐭𝐢𝐯𝐚𝐭𝐢𝐨𝐧 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐑𝐨𝐥𝐞 𝐋𝐞𝐯𝐞𝐥. If you're applying for a mid-level role despite having executive experience, explain why. You could say, “I’ve reached a place in my career where I want to apply my expertise to help grow a high-potential startup.” 3. 𝐀𝐬𝐬𝐮𝐫𝐞 𝐨𝐟 𝐋𝐨𝐧𝐠-𝐓𝐞𝐫𝐦 𝐂𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭. Employers may worry about your longevity. Speak directly to your excitement about the work and express your dedication to staying with the company. Example: “My passion for this field remains strong, and I’m excited to contribute for years to come.” 4. 𝐃𝐞𝐦𝐨𝐧𝐬𝐭𝐫𝐚𝐭𝐞 𝐂𝐮𝐫𝐢𝐨𝐬𝐢𝐭𝐲 𝐚𝐧𝐝 𝐎𝐩𝐞𝐧𝐧𝐞𝐬𝐬 𝐭𝐨 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠. Emphasize your willingness to learn, signaling adaptability and motivation to stay current. Mention recent training, certifications, or other learning efforts relevant to the role. 5. 𝐒𝐭𝐚𝐲 𝐇𝐮𝐦𝐛𝐥𝐞 𝐚𝐧𝐝 𝐎𝐩𝐞𝐧-𝐌𝐢𝐧𝐝𝐞𝐝. Communicate a willingness to learn from others, including younger team members. This can help disarm biases about older workers being “set in their ways.” 6. 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐞 𝐘𝐨𝐮𝐫 𝐓𝐞𝐚𝐦-𝐎𝐫𝐢𝐞𝐧𝐭𝐞𝐝, 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐯𝐞 𝐌𝐢𝐧𝐝𝐬𝐞𝐭. Describe projects where you worked in a supportive role, even if you held a leadership position. Emphasize that you’re comfortable in team settings and value collective success. 7. 𝐑𝐞𝐢𝐧𝐟𝐨𝐫𝐜𝐞 𝐕𝐢𝐭𝐚𝐥𝐢𝐭𝐲, 𝐏𝐚𝐬𝐬𝐢𝐨𝐧, 𝐚𝐧𝐝 𝐄𝐧𝐞𝐫𝐠𝐲. In your resume, cover letter, and interviews, use words like “agile,” “driven,” “passionate,” “flexible,” “innovative,” and “committed” to demonstrate energy and stamina. 8. 𝐃𝐞𝐦𝐨𝐧𝐬𝐭𝐫𝐚𝐭𝐞 𝐂𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭 𝐭𝐨 𝐭𝐡𝐞 𝐂𝐨𝐦𝐩𝐚𝐧𝐲’𝐬 𝐅𝐮𝐭𝐮𝐫𝐞. Ask for equity in the company. Expressing interest in equity shows a commitment to the company's success over time. This signals a desire to be invested in the organization for the long term.

Ageism is rampant in the job search right now. I’ve received more requests for help from older job seekers than ever before. Here’s a strategy that’s been working for them: Proactively Handle The Objection. Ageism is the result of bias, which is an awful thing. Instead of letting the hiring team sit with assumptions and unanswered questions, tackle them head on. Here’s how: 1. Make a list of all the reason why your age / experience might be viewed as a "downside" by a company. For example, the cost of hiring you vs. a younger applicant or capabilities with newer platforms and methods. 2. For each “objection,” draft an answer for how you’d handle it. Here’s an example: Objection - We’re not sure if you’re up to speed on industry technology Your Response - I recent got certified in [Technology] and I’m currently taking courses on [Platform A] and [Platform B] 3. Take each of your responses and weave them into a cohesive story. It could start with, “You might look at my background and see somebody who is [Insert Objection 1], [Insert Objection 2], and [Insert Objection 3].” Then incorporate those responses into your resume, cover letter, LinkedIn profile, networking conversations, and interviews. When you’re proactive about objections, they’re far easier to overcome.

Let's talk about the elephant in the room: if you're 50+ and interviewing, you're fighting age bias, whether anyone admits it or not. I've seen brilliant, experienced professionals stumble in interviews because they're using strategies designed for 25-year-olds. That approach doesn't work when you have decades of experience. Here's the reality: age bias exists despite legal protections. The key is reframing your experience as a competitive advantage, not a liability. Your strategic preparation framework: 1. Research your interviewers - Look up their backgrounds and company demographics. Find potential advocates and cultural alignment opportunities. 2. Demonstrate technology fluency - Show current technical competencies and familiarity with modern tools. Don't let them assume you're behind the times. 3. Project energy and enthusiasm - Combat assumptions about engagement levels through forward-looking discussions and genuine excitement about the role. 4. Lead with recent wins - Start conversations with current achievements and capabilities, not a chronological career history that spans decades. 5. Show adaptability - Provide specific examples of successfully adapting to new systems, methodologies, or market conditions. Prove you're not stuck in the past. Position your experience strategically: Your decades of experience aren't just nice-to-have - they're business risk mitigation. You bring relationship assets, seasoned judgment, and capabilities that create immediate value. Your industry knowledge and professional networks are competitive advantages that reduce onboarding time and accelerate contribution timelines. Stop competing with younger candidates on identical terms. Emphasize the unique value propositions that justify your investment level. What strategies have you found most effective for positioning senior-level experience during competitive interview processes? Sign up to my newsletter for more corporate insights and truths here: https://vist.ly/3z9fc #deepalivyas #eliterecruiter #recruiter #recruitment #jobsearch #corporate #seniorprofessionals #interviewstrategy #careerstrategist

I just saw 7 people age 50+ get hired. And they didn't hide who they were. But they did make some key changes. If you think age discrimination is holding you back from landing a job, read on. There are 3 places that older job seekers make mistakes: 1️⃣ FOCUSING ON YEARS > RESULTS If your resume starts with "Experienced professional with 15+ years experience..." you're already making this mistake. Your experience is valuable. But it's valuable because of the SKILLS & RESULTS you've earned. 💡 Delete the word "experience" and replace it with your actual skills. 2️⃣ BURYING YOUR ACHIEVEMENTS On average a recruiter spends 5-15 seconds reviewing your resume. That means they don't read it. Most older job seekers bury their achievements in word soup. 💡 Forget page-count, focus on word-count. 350-550 word resumes land the most interviews because they get to the point quickly. 3️⃣ "BEFORE YOUR TIME" The person interviewing you will likely be age 20-40. You want to bring them in as an ally, rather than distancing yourself from them. 💡Avoid phrases like... ↳ "This may be before your time..." ↳ "In the early 90's we..." ↳ "It's kind of like <insert old TV show>..." 💡Instead, use phrases like... ↳ "I'm a big fan of what's happening with AI..." ↳ "The latest trend of X is super fascinating to me..." ↳ "Have you heard of <insert new technology>..." Oftentimes the problem isn't your actual age. It's the signals you're sending about your age. Focus on your RESULTS, SKILLS, and the FUTURE. That's how you land a job in 2025. 👉 P.S. I'm hosting a free workshop on interview prep next week, give my profile a follow and I'll announce the workshop on Monday if you'd like to attend. _ #hiring #jobs

🎂 Today is my 51st birthday! 🎂 I love birthdays (especially the more I accumulate) but how do we address ageism in the career search? Ageism in the job market is real, but it doesn’t have to define your career trajectory. As an executive, your experience is an asset—if you position it correctly. Here’s how to combat age bias and stay competitive in today’s market: ✅ Stay Cutting-Edge – Demonstrate that you’re not just experienced but also current. Stay ahead of industry trends, emerging technologies, and market shifts. Invest in continuous learning—whether it’s AI, digital transformation, or the latest in leadership methodologies. 🎓 Enhance Your Education – Consider executive education, certifications, or board governance training. A LinkedIn course, an AI workshop, or a designation like NACD Directorship Certification® signals your commitment to growth. 🤝 Engage Across Generations – Show that you can lead and collaborate with both younger and older professionals. Highlight projects where you’ve successfully integrated diverse perspectives. Reverse mentorship—learning from younger colleagues—can be a powerful differentiator. 🎯 Mentorship Matters – Position yourself as a leader who lifts others up. Coaching emerging talent and guiding teams through transformation showcases your leadership agility. It also expands your influence in your industry. 📢 Network with Intention – Don’t just reconnect with long-time colleagues—expand your circle. Join industry groups, contribute to thought leadership discussions, and engage in digital and in-person networking to remain top of mind for opportunities. 🚀 Own Your Narrative – Age is an advantage when framed correctly. Speak to your ability to drive results, lead change, and develop high-performing teams. Avoid dated language and focus on impact. The most effective way to combat ageism? Show up as a leader who evolves, adapts, and delivers. Your value isn’t in your years—it’s in your insight, agility, and ability to drive success. How are you staying competitive in today’s job market? Let’s discuss in the comments. 👇 #Leadership #ExecutiveCareers #JobSearch #Networking #Mentorship #Careers