Age Bias
Age bias in
#hiring
is an obstacle many senior professionals face, but few openly discuss.
It’s complex to broach
#ageism. A 90-second video won’t solve it for good, but it could help you tackle it effectively.
Mind you: if you ever sense assumptions being made about your adaptability, energy, or relevance, walking away is sometimes the right decision. Dodge the bullet kind of situation.
When you choose to stay in the process, preparation matters.
Here I share four areas where experienced professionals can proactively shape perception and strengthen their position during a
#jobsearch.
I hope this is of practical value. Have a great rest of the week.
This topic is especially relevant for senior professionals, broadly those with significant depth of skills and experience, often in the 50-plus age range. Occasionally, a recruiter or hiring manager may approach a conversation with preconceived ideas about candidates in this category.
Rarely is there any real malice behind it, but if left unaddressed, these assumptions can quietly work against you. Common misconceptions include the belief that you will demand above-market compensation, that you are set in your ways and resistant to change, that you are out of touch with current tools and practices in your field, or that you are more likely to coast once hired rather than proactively add value.
The best approach is to address these assumptions directly, even if they are never said out loud. Make it clear you understand the current market and know what comparable professionals are earning for the role you are applying to. During interviews, reference specific, recent examples that demonstrate your adaptability and your continued capacity to add value, not just achievements from early in your career.
Beyond your CV, actively highlight recent training, upskilling and hands-on experience with current tools and platforms relevant to the role. Finally, be clear and honest about your career goals. You do not need to pretend you want to stay in a particular role for the next ten years. Very few candidates, at any career stage, actually mean that when they say it.
The goal throughout is clarity: make it easy for the people evaluating you to see who you are as a professional, what you stand for in how you work, and the specific value you will bring if hired. Do not leave space for assumptions to define you when you have the evidence to define yourself.
