Executive Career Brand™

Executive Job Search - Personal Branding, Executive Resumes, LinkedIn Profiles, Biographies, etc.

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Strategies to Conquer Ageism in Executive Job Search

ageism in executive job search

First, give up the notion that you can hide your age to minimize ageism in your executive job search.

For many years, career and job search professionals like myself relied on a strategy to minimize our clients’ age. We would include only the past 10-15 years of career history in their resumes and other job search materials. We would also exclude dates for education, when they indicated that the candidate was over 50.

These tricks are ineffectual now and didn’t really work well ever.

People sourcing and assessing job seekers these days will Google their names before considering them. Maybe you weren’t aware, but personal information like age exists online for each of us. And we have little to no control over it.

Numerous aggregator sites pull information about us from various sources. Anyone can easily find your age within the first several search pages, unless you have a very strong online presence. Even then, with a little patience, your age can still be found.

Google your name and see how easy it is to find your own age.

Did you know that more than a third of the U.S. workforce is over 50, and about 15% is over 60?

Even with so many people staying in the workforce beyond the age of 50, ageism is prevalent.

You need to accept that it does exist and can limit your possibilities.

If you’re a 50+ c-suite or senior level executive job candidate, you may be competing against 30+ year olds. Plenty of younger people have reached this professional level, too.

Some employers won’t be interested in you. No matter how stellar your qualifications and credentials, they may only want someone younger. Obviously, this kind of company is just not a good fit for you.

But don’t despair. There are plenty of employers out there that respect and seek seasoned candidates. They want the wisdom that only comes from years of overcoming the tough business challenges.

These employers recognize that mature candidates bring many things to the table that younger folks may not. According to staffing industry executive Lauren Griffin, in a LinkedIn Pulse post, hiring seasoned workers has its perks for employers:

Known quantity

Mature workers come with an established work history. Their profiles can be vetted more quickly and efficiently than other potential candidates.

Writing Skills

Basic skills like spelling and grammar can be lost on the younger set. A study conducted by SHRM and AARP showed that 51% of HR professionals thought spelling and grammar were two of the biggest skills in which the older generation excels over younger people.

Connections

Older employees are able to bring a level of credibility and comfort to clients, both existing and new. The longer you have been in the game, the more intelligently you can speak about the rules.

Communication

After years of navigating various workplace landscapes, older employees have most likely developed a knack for diplomacy. And they typically are better at clearly and concisely sharing their thoughts.

Cost Savings

This demographic tends to be more loyal to a company than younger workers. Long-term retention can save the company money, time and help increase efficiency.

Upskill to remain relevant

Marc Miller, founder of Career Pivot, says “your experience is no longer what is important, but being relevant is”:

He cited 5 trends from an International Monetary Fund (IMF) blog post:

  1. The workforce is automating faster than expected, displacing 85 million jobs in the next five years
  2. The robot revolution will create 97 million new jobs
  3. In 2025, analytical thinking, creativity, and flexibility will be among the most sought-after skills
  4. The most competitive businesses will focus on upgrading their workers’ skills
  5. Remote work is here to stay

“The skills needed for the future are likely to be new and your experience is not relevant. What I found most interesting was item #4 – The most competitive businesses will focus on upgrading their workers’ skills. For those of us in the 2nd half of life, our employers are not going to fund upgrading our skills. You will have to do this on your nickel.

Are your retirement plans to work until whenever? If that is true you had better get moving on reskilling.”

1. Do the personal branding work to define your unique value proposition.

Start by targeting your job search, and defining the true value you offer those particular target employers. Then you can position yourself as a “fixer” for certain pressing problems they’re having.

Uncover the pain points beleaguering them that you’ve fixed for other employers in the past. Determine where they’re bleeding, what’s sabotaging their growth and profitability, etc.

Research the needs of each of your target companies.

Try to get informational interviews with employees and other insiders. Think about all the strong contributions you’ve made to your companies that your less experienced competitors can’t claim.

Remember that the value you offer will win out over age for smart employers.

Then build out your personal brand communications – LinkedIn profile, resume, bio, etc. – to resonate with your target employers. Make sure these things showcase what makes you a good-fit candidate. Make it crystal clear how you can help them and what differentiates you from other candidates.

And make sure your executive resume isn’t still partying like it’s 1999.

2. Circumvent the gatekeepers and network into the goldmine of hidden jobs.

Networking gets your foot in the door and helps you become at least a somewhat known entity to the employers you’re targeting.

This is the way to go, instead of responding to job board postings. They put you in the vast pool of unknown candidates. Employers prefer candidates they feel they know.

Work on getting introductions and referrals from employees at your target companies.

And, most especially, avoid having your resume thrown into the Applicant Tracking System (ATS) black hole for as long as possible.

3. Dispel the concern that you’re out of date with the digital age.

In an interview at the Unretirement Project, Lisa Rangel, founder of Chameleon Resumes, referred to how some older candidates contribute to their own ageism:

“Some senior-level candidates don’t have a LinkedIn profile, or if they do, they don’t put value in keeping it updated or using the platform. This is a mistake. Companies will look up a candidate on LinkedIn after seeing their resume. If the profile doesn’t exist or isn’t updated, it sends a subliminal message to the hiring manager that the candidate is not up to date on personal marketing practices. So what else may they not be updated on?

Additionally, if the role being pursued involves attracting top talent, or developing sales, or courting suppliers, and one’s LinkedIn profile or network isn’t current, the prospective employer can doubt how effective that candidate will be in their job if they are still doing their work in a traditional manner only. The prospective employer may also be concerned how this job seeker will gain credibility with their new team if their personal marketing is outdated.”

Stay up to date with technology

She suggests taking steps to stay relevant and dispel the stereotype that older workers aren’t up to date with technology:

“Whatever technology you need that you are most afraid of learning, jump on a class or hire someone to help you learn it (or both!). Don’t hide behind the fear or discomfort. Face it head on and commit to learning it! This is unfair, but it’s true: there is a stereotype that older employees aren’t tech savvy. And while some of us in the senior demographic may embody this stereotype, not all of us do.”

As much as possible, keep pace with your younger competitors. They are social media savvy, active on various social networks, and have built a strong online presence. You need to do the same.

Your age can actually be your secret weapon against ageism

If you flip your thinking from “my age is a hindrance” to “my age gives me an advantage”, you’ll also be flipping from a negative mindset to a positive one.

Tackling job search with a positive attitude will set you up for success.

Executive coach Tim Madden suggests that you think of your age as an advantage and offers strategies that will amplify your value to target employers:

Showcase your experience and expertise in your resume

“Convey that you’ve become an expert within your field. Draft your résumé in a way that highlights your strengths through quantifiable details.

For instance, what problems have you solved in past roles? How many projects have you managed, and what results did you produce? You can also include any awards you’ve won or conferences you’ve attended.”

Leverage your network

You’ve been in the workforce a long time, and have no doubt cultivated a vibrant network.

“As you consider potential roles, reach out to any connections who may know the company or its leaders. Even if you don’t know someone close to an employer of interest, it’s useful to seek out advice on the executive hiring process.”

Be mindful of your social presence

“Executive-level professionals are often seen as the face of their company. When pursuing these roles, you can’t ignore the value of your online presence. Review your social media profiles and adjust accordingly.

Eliminate any posts that could be deemed offensive or unprofessional, update your photos so they reflect your professional persona and monitor for any comments or messages you should respond to.”

Position yourself strategically

“When interviewing for an executive role, don’t be afraid to advocate for yourself. Beyond discussing your years of experience, emphasize how you can add value for your potential employer.

Showcase what makes you unique by highlighting any special skills or knowledge that sets you apart, and explain how those qualities will benefit the organization if they hire you for the role.”

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