How do I handle potential age bias in job searching?
Help - THEY think I'm too old!
Hi, I’m Tineke, coach for women feeling stuck in their careers. I publish my newsletter here every Friday, focusing on ONE topic to do with your career, career change, happiness, women and work, creativity and books (I love books!).
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Sometime back in November 2024 I decided to do a thing. I asked ChatGPT what the ten most asked questions by career changers were and decided to give MY take on it.
In today’s newsletter I’m going to answer the VERY LAST one. So, here it is, number 10:
How do I handle potential age bias in job searching?
For the longest time I’ve been putting answering this question off.
You see, I used to say to people ‘I’ve been 39 for YEARS’. It was my standard response. One I got away with - until my son started telling everyone how blatantly untrue it was. After which I conceded that I *quite possibly* accidentally seemed to have gained a couple of years.
(Also, for those of you who’ve been around me for a while you know: my grandmother died - not too long ago - at the ripe old age of 100. Being over 40? Forty-five, fifty? Pah! My grandmother would call us youngsters).
The point I’m trying to make is: I STILL feel 39. Ish. Except - you know - my body sometimes tells me differently. And, if your experiences and the many people over 50 in a crowded job market talking about it on social media are anything to go by, so do recruiters and hiring managers.
So there you have it. We’re getting into it. Finally. Because what CAN you do about potential age bias in job searching?
Why? (Oh why?)
But first of all, let’s dissect WHY there even IS age bias! Wasn’t that eradicated with age discrimination laws?
Not so, I’m afraid. According to research by the Centre of Ageing Better 30% of 50 to 69 year olds feel at a disadvantage, because of their age. They even call age discrimination the least scrutinised and most widely accepted form of discrimination.
But why IS there age bias? Aren’t you bringing YEARS of experience and knowledge to the table?
Well, here are some reasons:
Awareness
First of all, lots of hiring managers or recruiters are not even aware of their bias.
In one of my jobs I had to go to a 2 day course for recruiting managers - in which we learned LOTS about implicit bias - before I was allowed anywhere NEAR a recruitment.
It exposed lots of bias in the group. Which just shows you how necessary these courses are.
Stereotypes
Hiring managers and recruiters may try to fit you into a stereotype: not IT literate, too demanding, wanting a high salary, not happy with a lower level job, won’t stick around for long, no energy.
(Which is - of course - before they meet the energetic, creative powerhouse that’s you. But that goes without saying, right?)
‘Culture fit’
I put it within brackets, because looking for ‘culture fit’ too often means: does their face look like ours?
But some companies (start-ups?) might be looking for younger, more energetic (?), more collaborative and creative (but basically younger) people to ‘fit in’ with their culture.
In fact, research has shown that 60% of hiring managers admitted to preferring younger workers, quoting ‘culture fit’ as a reason.
Costs
I know you. You want a massive salary, right? HUGE. You’re EXPENSIVE! And what’s more, you might be ill more too. So when THAT happens they have to hire someone else to do YOUR work. The inconvenience! The cheek!
Anyway, that’s a jokey way of saying that the age bias is often rationalised away because of cost. Even if you have not explicitly stated that you want to earn more.
So now what?
First of all, EVERYONE gets older. The hiring managers of today will - someday - also be in their 40s, 50s or <shock horror> even 60s.
It’s astonishing to me that this doesn’t seem to stop these biases from being in place. Except that acting on your biases is easy. Your brain, EVERYONE’S brain prefers to run on autopilot. Actively stepping outside of that bias takes energy. Energy that overworked recruiters often don’t have. Or - dare I say it? - some hiring managers actively don’t want to spend.
But, knowing all this, what can YOU do to give yourself the best chance of getting hired?
No, you’re NOT old
This is just another way of introducing your mindset.
It’s hard NOT to internalise messages that you receive from the media, from (often young) recruiters, from hiring managers and - yes - occasionally from your mirror.
The thing is, you’ve got a TON of knowledge and skills. You’ve had years of experience, and GREAT ideas. You’ve got energy and a will to make the coming years your best yet.
So, let’s start there: by NOT internalising those messages that tell you you’re old. I know women who are 70 and have started new jobs and businesses. In fact, I’d argue that - by the time you get menopause out of the way - you’re stronger than ever!
Check yourself for the language you use about yourself. Because the language you use is important and influences how you think and feel about yourself. And then, let’s TACKLE this thing.
Do not show your age
We’ve talked about your CV (or resume) before. Your CV and your LinkedIn profile are the documents that you use to get you an interview.
So check them. Do they say that you gained your university degree back in 1992? Does it talk about jobs you had in 1994/95? Further back even? Yeah, you really don’t have to mention WHEN this all was. In fact, your CV only has to focus on the last 10 years of your career.
Also, how does your CV LOOK? Does it look old-fashioned? Using outdated fonts?
And your LinkedIn profile? How ‘modern’ and up to date does it feel (you might want to ask your kids or another young person, they’ll tell you!)?
(Oh, and please remove ‘with a demonstrated ability to work in so-and-so sector’. This is a pet peeve of mine, because what does it MEAN? Nothing to do with age, but I thought I’d drop it in here. Because I can).
DO show your enthusiasm and energy and willingness to learn!
Beat them at their own game is what I’m saying! Anticipate some of the reasons why the recruiters or hiring managers might be wary of inviting someone more experienced (we don’t say ‘old’ in this house, remember?).
If the organisation you’re looking to join is keen on technology show how you - too - are keen to be on the front foot when it comes to learning about and adopting new technology.
If they’re looking for high energy, showcase how you - too - have been able to bring LOADS of it to the job (AND got great results!).
Use your network
The thing is, during the years you’ve been working you’ve met LOTS of people. People who know you and trust you. People who’ve worked with you and know what you can do.
Which is why your network plays SUCH an important part in your job search strategy.
Building and maintaining your network. Having conversations. Letting people know you exist and what you WANT. And creating trust, so that the people in your network can be your advocate, be your eyes and ears, make you aware of opportunities, provide you with introductions and open doors for you.
Oh, and before you go?
If people ask you how long you plan to stay? (I’ve always wanted to say this). Just ask them ‘How long do you want to hire me for? Can you guarantee a permanent job?’
No. Better NOT to say that (but wouldn’t it be FUN?). Instead say something that inspires confidence that you’re there for the long term, growing with the company.
THAT, my friends, is in short what MY take is on what you can do to reduce the possibility of age bias influencing decisions to hire the powerhouse that is you.
Question 10 out of 10 - DONE!
Now let’s get started on YOUR career change journey!
Tineke X
P.S. We are addressing networking, and job searching in Step 5 - making it happen - of the Career Freedom coaching programme. But not before we get CLEAR on what you WANT.
Want to know more? Book a free call in which we can discuss YOUR specific situation and you can ask me all your questions:
P.S. 2 There is still time to book your FREE 45 minute Saboteur Discovery Call and grab the EARLY BIRD discount for the Positive Intelligence programme. Wouldn’t YOU want to improve your relationships, have less stress, do things with ease and flow at work - with this proven programme?
Learn all about the Positive Intelligence programme here: Positive Intelligence.
Book your Saboteur Discovery Call by 11 February (the call itself can take place later).
In other news
Conflict management
It’s possibly one of the BIG reasons why you’re unhappy at work: conflicts.
Which is why we’re focusing on the topic conflict management this month, inside my GROW community.
GROW is my membership in which you can take the learning from the Positive Intelligence programme and apply it to day-to-day situations.
Do you want to know more about GROW? You can find out about it here:
A year of drawing
Have you spotted them? This year I embarked on a personal quest. To make a drawing EVERY DAY, for a YEAR. I decided to post them in the Notes here in my Substack newsletter. And then I had 31 of them, and decided to make them into a little booklet, which I decided to give to my paid subscribers. As a thank you.
Alongside access to my Change Artists community, the monthly Ideas Club and my online Book Club. I would LOVE for you to join us too!
I’m thrilled to say that we’re back in March 2025 for another round of The Artist’s Way Group, including the (resistance against the) Morning Pages, the Artists Dates and LOTS and LOTS of creativity!
The doors open on 11 March and we’ll start on Sunday 23 March inside my community Change Artists - for creative, multi-passionate women.
Put your name on the waiting list to make sure you don’t miss it!
See you there!
🔴🟡🟠
Tineke Tammes is a Career & Creativity Coach and supports professional women in making successful transitions. Besides that she is also a lifelong feminist, part-time portrait artist, never-only-read-one-book-at-any-time reader, and obsessive doodler.
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