Ex-Google Recruiter Explains: Why Nobody Hires Older Workers (And How to Fix It)

there's one word hiring managers use to dismiss workers over the age of 40 it's subtle cruel and derails careers every day that word overqualified but here's the thing you can turn it around and I'll show you how when companies see someone over 40 they often make snap judgments questions pop up into their heads like will they ask for more money than we can afford or can they adapt to the way we do things sometimes they even worry that hiring someone more experienced might make their managers look bad these unspoken fears can feel like a wall

that you can't climb but here's what I've learned after years of working with hiring managers and job Seekers these biases aren't the end of your career they're just assumptions I'm going to show you the exact phrases and strategies that you can use to address age bias before it ever becomes an issue what these hiring managers are missing is the incredible value that you bring to the table if you're over 40 you have skills and experience that younger professionals just don't have you know what works what doesn't and how to deliver results without constant handholding these

are the things that companies need but they don't always see them right away I'm going to show you how to break through those biases and I'll also show you how to Showcase your strengths shift their assumptions and take control of the conversation so let's get started age discrimination isn't always obvious it rarely comes as a direct rejection instead it hides in subtle comments and coded language like this is a fast-paced environment can you keep up how much longer do you plan to stay in the workforce these aren't just innocent questions they reflect a pervasive bias

quietly keeping experienced professionals from the roles that they've earned and it's not just in your head according to an October 2024 AARP study it shows that 60% of workers over 50 report feeling unfairly judged because of their age the most frustrating part this kind of bias often goes unnoticed until it's too late it's woven into everyday conversations disguising itself as harmless remarks but here's the good news once you recognize what's happening you can flip the script you can take back control by learning the corporate code when age bias feels like it's holding you back remember

this by owning your experience and reframing it you're not just a job candidate you're the solution to the problem that they didn't know that they had you hold the power to reshape your career narrative by overcoming bias and cure the role that you deserve so what's really happening behind the scenes I've been in the room where hiring decisions are made I've heard the conversations that hiring managers never say out loud the behindth scenes discussion that happens after the interview ends it's not always about what they say directly sometimes it's about what they imply you'll hear

things like we need more energy on the team or this role might not be a cultural fit now these are just polite ways of saying we're not interested in hiring someone with more experience but but here's the thing it's rarely about your actual skills and qualifications instead it's about their own fears many hiring managers especially younger ones feel intimidated by candidates who have more experience than they do they worry that you'll challenge their Authority cost more than they can budget or leave the rle sooner than they'd like and here's the thing these assumptions aren't a

reflection of you they're a reflection of their insecurities and the real loss isn't just yours it's theirs too by dismissing experienced professionals they're passing on someone who could truly transform their team or their business so how do you handle these biases for many the instinct is to hide their age trim the resume leave out dates or downplay experience to quote blend in but let me tell you that's not the entire answer hiding who you are only reinforces their bias now do I think you should remove some of your experience from your resume yes your resume

should tell your story of the relevant EXP experience you have that brought you to where you are today and that is relevant to the job that you're applying to you don't have to list out every job you've ever had because a job you had let's say 25 years ago may not be as relevant as what you've done in the past 15 years show them how your experience is exactly what they need refrain their assumptions help them see your expertise not as a liability but as a unique strength that can Elevate their team here's how if

they think you're overqualified or that you might leave soon shift The Narrative highlight your ability to hit the ground running and deliver results faster than anyone else show them that you're not a risk if they assume that you're out of touch with modern Trends prove them wrong share how you've stayed ahead of the curve whether it's through mastering the latest tools earning certifications or implementing Innovative strategies in your past roles confronting age bias head-on may feel daunting but here's the truth when you reframe your experience and Tackle concerns proactively you flip the script this isn't

about guessing in interviews it's about going and prepared with a strategy that turns their doubts into confidence in you and here's the thing this doesn't happen by chance it takes strategy you need to go into every interview prepared not just to answer questions but to guide the conversation know how to position your experience as a value ad be ready to tackle those biases before they even have a chance to surface here are some actionable strategies that you can use to beat aism number one proactively address biases and interviews tackle bias before it arises during interviews

ask open-ended questions like is there any area where I could elaborate on how I could approach this role this gives employers the chance to voice their concerns while you reframe them constructively this simple question gives employers a chance to surface any concerns that they have concerns that you can then reframe in a constructive and positive way by addressing potential biases directly you position yourself as confident prepared and solutions focused for example imagine you're in an interview for a project management role and you sense the interviewer might perceive your extensive experience as a potential overqualification here's

how you address it when they ask about your ability to adapt to a fast-paced environment respond with something like this I completely understand the importance of adaptability in a dynamic setting in my previous role at insert company name I led a cross functional team during a high pressure product launch not only did we meet our deadline but we also implemented a new agile process that increased our teams efficiency by 25% I found that my experience allows me to hit the ground running and quickly identify opportunities for improvement ensuring seamless integration into any team environment now

this response achieves several things first it acknowledges any potential biases you address the adaptability concern directly second it reframes your experience as a strength by highlighting specific outcomes it shows how your expert translates into actionable results and last it reassures without being defensive the example demonstrates your value without focusing solely on the interviewer's potential biases this kind of response not only reframes the conversation but also positions you as a confident results-driven candidate now if you've made it this far it's clear you're serious about leveling up your job search and career skills so do yourself a

favor hit the Subscribe button and turn on notifications that way you won't miss any of the strategies tips or Insight or advice that I share in any future videos and if you're ready to take things to the next level I offer one-on-one coaching to help you implement these strategies and tailor them to your unique situation link is in the description below and of course I'm going to give you a bonus tip now there is a smarter way that you can approach job search stop relying just on job boards they're only part of the equation instead

use LinkedIn to build genuine connections with Professionals in your field start small by leaving thoughtful comments and sharing your insights and sending personalized connection requests over time these actions build trust and open doors to opportunities that you might never have seen on job boards so for example when you reach out to someone you could write hi so and so I really enjoyed your post about and then you know insert the topic I'd love to connect and learn more about your work remember small consistent actions like these build trust and help you stand out from the

crowd networking isn't just about visibility it's about you creating opportunities for yourself by showing up authentically and consistently you'll expand your network and unlock roles that might never have been on your radar now going back to the interview tips if concerns about longevity or culture fit come up remember to reframe them by emphasizing your commitment to making a long-term impact and your adaptability to diverse Team Dynamics now number two reframe overqualified as a strength let's talk about the dreaded overqualified label hearing it can be really frustrating but it's actually an opportunity to show just how

valuable you are reframe your experience as a time and cost-saving asset highlight your ability to onboard quickly Mentor younger team members and take on responsibilities with minimal oversight so for example let's suppose you're interviewing for a role where the hiring manager seems concerned about you being overqualified when asked about your potential longevity in a role you could say I understand how experience can sometimes seem like an overqualification but I found it to be a significant advantage in delivering value quickly for example in my previous company at insert company name I was able to identify inefficiencies

in our onboarding process within the first 30 days reducing new ramp up time by 20% additionally I've mentored junior team members helping them grow into leadership roles while strengthening the team's overall capacity my goal is to apply those skills here to create immediate and lasting impact aligning with the team's long-term objectives now this approach frames the overqualification concern as a strength demonstrating the tangible benefits of experience it also shows Readiness to create value immediately highlighting past examples of Rapid contributions and improvements and it also addresses longevity concerns very subtly emphasizing mentorship and investment in team

development suggests commitment Beyond short-term goals this narrative transforms potential reservations into reasons to hire you reinforcing your position as a value multiplier your expertise means that you can deliver results faster and more effectively than others make that the narrative number three highlight adaptability and relevance now there's a common misconception that older candidates are out of touch with modern Trends prove them wrong show how you've stayed ahead of the curve by mentioning recent certifications tools or technologies that you've mastered talk about the industry trends that you follow and how you've implemented new systems and processes in

your previous roles so for example you can say in my previous role at insert company name I led the implementation of a cloud-based CRM system system that streamlined our sales processes to stay ahead of Industry Trends I earned my Salesforce administrator certification last year which allowed me to customize the platform and improve team efficiency by 30% I also follow key industry Publications and thought leaders to stay informed on emerging trends like Aid driven customer insights and I'm currently exploring ways to integrate those Technologies into operations so the example that I just gave will highlight certifications

and tools so it shows continuous learning and Mastery of Rel Technologies and Industry Trends which will also demonstrate your awareness of what's current and future focused in the field and obviously your impact by connecting skills and knowledge to the measurable outcomes proving real world value by sharing specific achievements and ongoing learning this approach positions you the candidate as both adaptable and forward-thinking the message is simple you're not stuck in the past you're ahead of the curve ready to leverage your expertise to make an impact now agism in hiring is real real it's everywhere and it's

keeping a lot of experienced professionals from Landing the opportunities that they deserve but here's the most important takeaway you are not powerless by addressing concerns directly reframing your experience as a strength and demonstrating your adaptability you can completely shift the conversation in your favor your experience isn't a liability it's your greatest asset it sets you apart from the competition and makes you an invaluable candidate and the truth is many hiring managers don't fully appreciate the value of experience until you show them that's your Edge by combining your years of expertise with the strategies that I've

shared today you'll position yourself as someone they simply can't afford to overlook now if you're looking for even more Insider tips and strategies check out this next video where I reveal more secrets recruiters don't want you to know