You’re not imagining it: ageism is alive and well. Eighty-two per cent of older adults experience at least one form of ageism in their daily lives, and it’s the most reported form of workplace discrimination.

Legally, the Equality Act protects you from age discrimination in all aspects of employment – including recruitment, employment terms and conditions, promotions and transfers, training and dismissals. But try telling that to one in three people over 50 who believe they’ve been turned down for a job because of their age. 

Well, we say: f*ck that sh*t! We’re not afraid to call out clients if we get so much as a whiff of discrimination and we’ll keep championing over-50 icons until we’re blue in the face. But, for the purpose of this exercise, we’re giving you the job-hunting pep talk you didn’t know you needed… Read on for five top tips on how to land your dream role after 50.

1. Back yourself.

Take it from us: your age makes you an asset to any business. We’re betting you have decades of work experience, tonnes of skills you’ve had time to hone and (this might be your greatest asset) a mature, professional attitude to work. We know ageist bullsh*t can grind you down, but don’t underestimate – or, worse, undersell – the value you offer. 

Not feeling confident? Fake it ‘til you make it! Remind yourself what makes you so amazing (may we suggest a self-affirming tattoo, if you’re having trouble?) and maintain a positive, can-do attitude during the application and interview process. Rather than getting hung up on things you can’t do, focus on – and give examples of – all the things in the job description you’re great at.

Demonstrate your hard-earned experience and skills, while expressing your willingness to learn new things and engage in new challenges. And don’t be shy about your ability to mentor less experienced members of the team – loads of hiring managers will jump at this.

2. Brush up key skills.

Being intimidated by unfamiliar tools on a job description can happen at any age, but in our experience older job seekers can be less likely to take it in their stride, seeing it as a sign they’re ‘past it’ or a bad fit for the company. Tosh! Don’t let those little voices in your head (put there, granted, by society’s sh*tty attitudes) get in your way. 

The internet is full of video tutorials and online courses that teach you how to use in-demand software programmes. Investing a bit of time learning something new not only demonstrates your willingness to continue learning and growing (and might even give you a certification to slap on your CV); it’ll also do wonders for your confidence.

While we’re at it:  if you’re doing a video interview as part of the recruitment process, find out which platform you’re using and test your set-up ahead of time – including your mic, camera, the chat box and screen-sharing – to make sure everything runs smoothly on the day. Don’t give people any excuse to make narrow-minded assumptions about you, yeah?

3. Use your network.

According to LinkedIn, 70% of jobs are never published publicly – meaning networking is key when you’re job-hunting. But for older candidates who’re (unfairly) competing with ageism when trying to get your CV to the top of the pile, having a personal or professional link to a business gives you a better chance of bagging that dream role.

So, don’t be shy. Reach out to friends and ex-colleagues, go to networking events, engage on LinkedIn. Don’t do the hard sell; rather, use networking (whether IRL or online) as an opportunity to build relationships, learn what opportunities are available, grow your knowledge of the market, and suss out the sort of companies you want to work for. Of course, the bonus is you’re more likely to be front-of-mind when opportunities do arise.

4. Choose wisely who you want to work for.

Regardless of what the law (and human decency) says, the reality is not every organisation will be welcoming to older workers. Rather than spending your tenure (if you somehow manage to get the job) feeling alienated and unhappy, Research companies’ track records on diversity in general and age in particular, and keep an eye out for signs a company is (or isn’t) age-inclusive. 

For example, employers trying to encourage broader age representation may state in job ads that they ‘value life experience’ or, more explicitly, that ‘older people are welcome to apply’. On the other hand, when advertising a job role employers can’t include age limits and should avoid using language that suggests they’re looking for applicants of a particular age, such as ‘10 years’ experience’, ‘young, vibrant team’, or ‘recent graduates’ – so anything like this could be a red flag.

5. Protect yourself against ageism.

In an ideal world (and certainly in Lightning world), ageism wouldn’t exist. But we know all too well unconscious bias is like a bad smell that just won’t go away… So, don’t give people an excuse.

On your CV and LinkedIn:

• Remove your date of birth

• Remove work experience dating back more than 10 years (or summarise it briefly without dates, if it’s really relevant)

• To avoid a telltale multi-page CV, only include relevant work experience

• Leave out the dates in your education

• Scrap personal email addresses that contain year you were born or your age

• Swap old-school Hotmail or AOL email addresses for more up-to-date Gmail options

At interview:

• Remember: it’s illegal for an employer or recruiter to ask your age during during the recruitment process – if they do, it’s a sign that the business isn’t for you (also you can respectfully tell them to f*ck off)

• Don’t accidentally offer up your age or draw attention to it by saying something like, “I feel so old,” or “when I was younger,” or “you’re still young…”

• You may be accused of being “overqualified” or “too expensive” (a poorly veiled excuse to screen out older job seekers) – redirect by doubling down on the added value you can bring to the company, or why the role aligns with your wider (non-financial) goals

• Remember: you don’t have to talk to your employer about your retirement plans and you shouldn’t be asked about health issues or disabilities during the recruitment process, except in very limited circumstances

Elsewhere:

• Google yourself (employers will) – what comes up? Privatise social media profiles that give clues about your age or, for that matter, are otherwise unflattering!

At Lightning, we treat all people like humans and we’re pushing for positive change, because we actually give a sh*t. Looking for your next role? Let us help you find it.