Age Discrimination in Job Searches: How Older Workers Can Overcome Barriers
Age discrimination in job searches is a persistent issue, with older applicants often facing subtle barriers in job ads and feedback. This can lead to prolonged job searches and limited success through traditional application methods.
According to Sabine Votteler, a staggering 80 to 90 percent of people aged 50 and above find suitable jobs through personal contacts, highlighting the importance of networking. Older managers, with their wealth of experience and valuable competencies, often only secure these roles later in life, around the age of 50.
To improve their job prospects, older candidates should focus on building and leveraging contacts through networking events, conferences, and social media. Maintaining a positive attitude and awareness of their strengths and experiences is crucial. Specialist knowledge and high digital competence, often gained through further education, are also in high demand. Flexibility in terms of commute, pay, or new tasks can significantly enhance their job prospects.
In their applications, 'Best Agers' should focus on relevant information, showcase their achievements, adapt their applications to the specific position, and explain any gaps in their CV. Personal strengths like resilience, reliability, and discipline are valued by companies, especially in times of change.
The job search for older workers is now longer, averaging about seven and a half months. To overcome age discrimination and competition from younger applicants, older candidates should leverage personal contacts, highlight their unique strengths, and adapt their applications effectively. By doing so, they can improve their chances of securing suitable employment.
