Sometimes, love slips through our fingers like rain, leaving behind only scars and shadows. You held on tight but never said the words. Now, you're left with memories, watching them fade as the storm rolls in.
Spoiler alert: She's gone... and maybe it's time to get an umbrella 😂
Okay, let’s rip the Band-Aid off. You’re over 40 or 50 and suddenly job hunting again. Perhaps you were "restructured" out, or the company decided to "pursue new directions" (a.k.a. cheaper, younger directions). And now, as you scroll through job boards, one question probably nags at you: "Is age going to be a dealbreaker?"
Well, let’s be honest: yes, it is. Not in all cases, of course. But in many. And guess what? No one’s going to admit it to your face. You'll hear sweet nothings like “We’re looking for fresh perspectives” or “You’re just a little too experienced for this role,” which is corporate-speak for, “You’re too old.” But hey, let’s not despair. We’ll laugh through it—satire is the best way to cope, right?
The Age Discrimination Dilemma: Are You Too Experienced?
Here’s the paradox of being seasoned in the professional world. Companies want "relevant experience"—but not too much of it. You’ve got decades of experience under your belt, have navigated multiple economic crises, yet some hiring managers take one look at your resume and think, “Hmm, this guy knows how to use a fax machine. Hard pass.”
It’s the Goldilocks problem in hiring. You’re either too young and inexperienced or too old and “overqualified.” You’ve somehow skipped over that magical age where you’re “just right.”
Why Does Age Scare Them?
Let’s address the elephant in the room: ageism. But hey, we’ll sugarcoat it. “Concerns about longevity in the workforce,” they say. Translation: "We think you’re going to retire next year, and we don't want to deal with that." Or, “Are you sure you can keep up with the tech?”—which is a nice way of asking, “Do you know how to use Instagram or TikTok?” (FYI, I was the head of content in India for another ByteDance product leading a young team when TikTok was being launched)
Imagine this: A Gen X leader heading a young content team is tasked with launching a platform aimed at a Gen Z audience. It seems like an unlikely match, and naturally, there would be plenty of skeptics. But the so-called "old-timer" hits the mark perfectly, delivering exactly what the audience wants. And the skeptics still have no faith.
The irony is, the longer you’ve been in the game, the better you probably are at adapting to new trends. You’ve witnessed the rise and fall of a thousand “revolutionary” technologies and are still standing. Yet, there’s this nagging belief that older professionals struggle with learning new tricks. Let’s debunk that myth: If you’ve survived the Windows 95 to Zoom transition, you’re practically a tech superhero.
But Wait, You Bring All the Value!
Age isn’t just a number—it’s a treasure trove of experience. You’ve got emotional intelligence, conflict resolution skills and gasp professionalism! You know how to navigate office politics and can mentor those "green" employees who still think ‘reply all’ is a good idea.
Imagine this: a workforce where seasoned professionals guide the young guns, offering real-world wisdom while learning the latest Instagram filters from them. It’s symbiosis at its finest. Still, when you hit that interview and talk about your extensive background, there’s always that subtle wince from the hiring manager.
So, How Do You Break the Cycle?
You’ve probably heard the advice: don’t put your graduation year on your resume, trim your experience to the last ten years if possible and for heaven’s sake, stop mentioning that you once worked on a typewriter (get the drift?). Basically, you’re asked to downplay all the wisdom you’ve gained over the years. Which is, frankly, ridiculous.
But sure, if it gets your foot in the door, maybe you go with it. Your resume becomes a streamlined, youthful-looking document, and you cross your fingers that no one asks about “the gap” from xxxx-xxxx. Age discrimination is real, but we’ve got to be a little cunning to outsmart it.
The Harsh Truth
Here’s the kicker: companies are worried that you—yes, you, with all your life experience and cool-headedness—won’t stick around. They’re afraid you’ll retire, disappear into the sunset, and they’ll be left high and dry. Ironically, it’s usually the younger folks, still figuring out life, who job-hop like it’s an Olympic sport. But somehow, you're the risk.
But here’s the thing: experienced professionals often seek stability. You’ve done your time bouncing around in your 20s, 30s or even 40s. Now, you’re more likely to stay put, build, and grow within a company. Unfortunately, hiring managers don’t always see that—they’re blinded by the stereotype of the “retirement-age candidate.”
Closing Thoughts: Is Age a Hiring Factor?
Yes. It is. But should it be? Absolutely not.
Here’s the real question hiring managers should ask themselves: Do you want someone who brings fresh energy but may lack the wisdom to navigate complex situations, or do you want someone with a wealth of experience who can contribute on day one?
To all the seasoned pros out there, don’t lose hope. Keep applying, keep tweaking that resume, and don’t be afraid to show off your skills (even if you keep the part about mastering the typewriter to yourself). And remember, somewhere out there is a company smart enough to value your experience—because when it comes to getting the job done, age is just a number.
