Ageism in the Job Search

Last week I wrote an article on the many incredible qualities that older workers bring to the workforce, making them exceptional hires.

This week, I want to address a hard truth: Ageism is real. Whether conscious or unconscious, recruiters and hiring managers are humans with unique biases and stereotypes, just like everyone else. 

As a career coach, I help clients develop strategies to mitigate the risk of ageism during their job search. Here are some key tactics:

• Optimize Your Résumé: Use a modern format and avoid outdated styles. Remove older job experiences that are not directly related to your target role. Only include dates on jobs and educational experiences from the last 15-20 years.

• Professional Online Presence: Maintain an updated LinkedIn profile, demonstrating your familiarity with social media and connection to technology.

• Proactively Address Age Concerns: For example, if you’re worried an employer might question your tech savviness, highlight your technical skills on your résumé and in interviews, addressing potential concerns head-on. 

• Research Potential Employers: Look into their company culture (is everyone in management under 30?) and read reviews on sites like Glassdoor.

Have you utilized any of these strategies in your own job search? What other strategies have been helpful to you?