Strategies to Counteract Potential Ageism

It is fairly common these days to be 50 years or older and in the market for a new job or consulting gig. There are several factors which drive an ever-increasing population of older job seekers including longer lifespans, smaller than expected retirement funds, rising medical expenses, and an extended retirement age.

Simultaneously, more companies are implementing strategic hiring initiatives to attract and retain more millennials. So, 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 ages 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 empathy, which tends to build through age, older workers can bring distinct value to a company.

Power in diversity of thought

There is significant evidence that shows that organizations that hire with the goal of cognitive diversity – diversity of different perspectives and different styles of processing – have much better outcomes in team productivity. According to Harvard Business Review, “The best way to maximize team output is to increase cognitive diversity, which is significantly more likely to occur if you can get people of different ages (and experiences) working together.”

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 (see infographic to the right) 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.

1) 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.

2) 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.

Want to learn more? Stackrock Talent is ready to help you find creative and strategic ways to find and secure work. Contact us at (208) 861-9207 or email alisa@stackrocktalent.com.