Using Your Age to Your Advantage in Your Job Search

By Jeff Altman, The Big Game Hunter

EP 3049 This episode advises experienced job hunters to reframe their age as an advantage, consider diverse employment types, leverage their leadership maturity, and refine their job search strategies, emphasizing the importance of networking and a strong personal brand.

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Okay, let’s dive straight in. We want to get a handle on the job market landscape, thinking particularly about the U.S. and Australia right now, sort of mid-2025. Yeah, absolutely.

And the picture, well, it’s often described as tight but optimistic. Inflation has definitely cooled off a bit, which helps. Right.

That’s the optimistic part. Exactly. But the high interest rates, there’s still a really big factor hanging over everything.

And that directly impacts companies, doesn’t it? We’re hearing profitability is the name of the game now, maybe more than just pure growth. That’s spot on. With borrowing costs high, companies are laser-focused on the bottom line.

It means they have to prioritize profit, sometimes, you know, over just expanding for expansion’s sake. Okay, so for our listeners, maybe job seekers out there, what does that profitability focus feel like when they’re applying for roles? It translates into caution. Hiring processes might feel slower, more deliberate.

Companies are definitely more selective, maybe a bit risk-averse. Risk-averse? How so? Like, only looking for the perfect unicorn candidate? Sort of, yeah. They’re really scrutinizing whether a candidate is an immediate, obvious fit who can deliver value quickly.

There’s less room for maybe taking a chance on potential alone. And it seems like this is hitting experienced professionals particularly hard, mid-managers, specialists, even execs. Why them specifically? Well, think about it.

When rapid growth isn’t the primary goal, you see fewer new senior roles being created. You know, those heads of new departments, leaders for brand-new functions, or massive speculative projects. Ah, okay.

So the opportunities at that level just aren’t popping up as frequently. Precisely. So if you’re listening and you’ve got years of experience, but you’re facing radio silence on applications, this backdrop is likely a big part of the reason why.

And it’s not just the candidates feeling it, right? Recruiters are facing headwinds too. Yeah, definitely. We’re hearing that recruiters are struggling with getting final approvals, seeing roles suddenly put on pause or even canceled.

It’s tough across the board. But importantly, it’s not a complete freeze. There are areas still hiring quite actively.

Where should people be looking? Absolutely. One interesting area is the public sector. Governments are often driving big transformation and reform programs.

And those skills, like strategy and managing change, are transferable from the corporate world. Hugely transferable. Yeah.

It’s a really good fit for experienced professionals. Even if it’s not the first place they might think to look, it requires that kind of seasoned perspective. That’s a great practical tip.

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What else is looking active? Well, the whole green energy and sustainability space is still strong. Infrastructure projects linked to that too. That seems to have long-term momentum.

Makes sense, despite any political shifts maybe. Right. And then you’ve got the perennials.

Technology and AI are obviously huge drivers across industries. Plus, healthcare, med tech, health services, always essential. Okay.

Oh, and professional services and education too. They seem to be holding steady. So the takeaway is, while the overall market might feel tight, there are definitely specific sectors with significant opportunities if you know where to focus.

Exactly. It requires a bit more targeted searching, perhaps. Now let’s talk about something you touched on, this feeling some experienced people have of being overlooked despite their value.

Our sources call it the paradox of experience. Can you untack that a bit? Yeah. It’s that really frustrating situation where you know you’re highly capable, you have fantastic track record, years of value delivered, but you’re just not getting the traction you expect in your job search.

The interviews aren’t landing. And a big part of this apparently is a skill that often isn’t formally taught, how to actually sell yourself effectively in the market today. It’s different from just being good at your job.

You could be a world-class engineer or a marketer, but articulating that value on paper, on LinkedIn, in an interview, in a way that cuts through the noise, that’s a whole different skill set. Something they don’t teach you, even in a master’s program sometimes? Rarely. And this lack of, let’s call it job search savvy, can lead to a really common mistake.

Which is? Undervaluing yourself, because roles seem scarce. Experienced people sometimes start applying for positions they’re clearly overqualified for. Ah, the better something than nothing approach.

But that can backfire, can’t it? Definitely. For the candidate, it often leads to frustration, maybe feeling underutilized, loss of status or pay. And for the employer, managing someone who’s overqualified and potentially bored or looking to leave soon, that’s tricky too.

So the message here is, if you’re experienced and struggling, don’t immediately assume it’s you or your qualifications. It might be the technical side of your job search. Exactly.

It often comes down to the practical execution. And our sources really hammer home two specific technical areas. First, the quality of the application itself, resume, cover letter.

Yeah, bluntly put, sometimes the application materials just aren’t good enough. They don’t showcase the value properly. And the second area? LinkedIn.

Your profile needs to be sharp, up to date, and actively reflecting your expertise and career goals. Right. So these are things people can control and fix.

They might be the actual barrier, not your underlying experience. Precisely. These technical aspects are often the gatekeepers to getting that first interview, regardless of how brilliant you actually are.

They’re fixable problems. Okay. Another interesting point that came up was about assumptions, how we sometimes assume we won’t fit into a certain company, culture, or team.

Hmm, yeah. We can easily talk ourselves out of applying for something because we build up this idea in our head, oh, they’re probably all young tech bros, or that place looks too corporate and stuffy for me. Without actually knowing if it’s true.

Exactly. We self-select out based on assumptions. So the advice is to flip that, use the application, and especially the interview process to find out what the culture is like.

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Yes. Treat the interview as a two-way street. It’s your chance to suss them out just as much as they’re sussing you out.

Don’t prejudge from the outside. There was a story about a foundation CEO, wasn’t there, saying they were surprised how few people applied for really good roles. Yeah, the perception was that these roles were too hard to get, or maybe required connections they didn’t have.

People assumed intense competition and just didn’t bother applying. Which ironically made the competition less intense for those who did apply. Right.

And it makes you wonder, maybe experienced professionals, because they have seen more, might actually make more assumptions, sometimes negative ones, than younger candidates who might be a bit more, I don’t know, naive or optimistic. That’s an interesting thought. It reminds me of Greg Savage’s point about recruiters making assumptions too.

Candidates do it just as much. We all do it. So the key takeaway is test your hypotheses.

Don’t assume you know. Apply. Talk to people.

Go through the process. You might be genuinely surprised. Okay, let’s pivot to some really proactive strategies for 2025.

The first one is about your narrative, how you tell your professional story. This is crucial. It’s about a mindset shift.

Stop feeling like you constantly need to prove you’re up to date or relevant. And start acting like you are. Yes.

Demonstrate it. Your LinkedIn profile shouldn’t just be a list of past jobs. It should showcase your current thinking, your strategic capability, what you’re engaged with now.

And for people maybe conscious of their age or perhaps a gap in certain types of experience, the advice is to reframe that perceived disadvantage. Absolutely. Don’t see it as a liability.

Frame it as a competitive advantage. This has to start internally though. You have to believe it first.

Can you give an example? How do you frame age positively? Instead of worrying about being seen as old school, you can say something like, my experience includes leading teams through major downturns like the GFC and the pandemic. I bring calm, clarity, and decisive action when things get tough. Turning experience into wisdom and stability.

Exactly. Or if you have international experience that maybe feels less relevant now, frame it as bringing a unique global perspective, understanding diverse markets. That’s a huge asset for many companies.

Find the positive angle for whatever you perceive as a potential negative. Narrative is one thing. What about adjusting the types of roles you go for? Yeah.

The advice here is to broaden your definition of an ideal role. Don’t just fixate on the traditional, permanent, full-time employee position. What are the alternatives? Consider interim executive roles, management contracts, project-based consulting.

These can be really rewarding, often well-paid, and can build a fantastic portfolio career. And are there specific types of roles where that kind of leadership maturity is particularly in demand right now? Definitely. Roles focused on transformation, leading significant change, complex stakeholder engagement.

Those really benefit from seasoned leadership. Also, governance, compliance, risk management, especially with the rise of ESG factors, people with finance or legal backgrounds and deep experience are needed, and high-level strategy roles, of course. So it’s about knowing your leadership strengths and being able to articulate them confidently for those kinds of opportunities.

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Absolutely. Absolutely. Understand your style, have examples ready, and own that experience.

Right. Let’s talk practicalities now, making it easy for recruiters and, crucially, networking. What’s key when dealing with recruiters? Responsiveness is huge.

If a recruiter contacts you about a potential fit, get back to them quickly, even if it’s just to say, you need a day to think. There was an anecdote about someone missing out because they didn’t reply for a day or two. Things move fast.

Yeah, okay. Speed matters. And what about the tools? The tools.

Resume. LinkedIn. Optimize them.

Make them easy to read. Keep them concise. Use current market language for your titles.

This is especially important if you’ve moved countries, and titles mean different things. Right. Tailor the language.

And keywords. Make sure you’re including terms relevant to the roles you’re targeting, so you get picked up by applicant tracking systems, the ATS. Keep formatting simple for the same reason.

Good technical tips. Now, networking seems more important than ever. It’s absolutely critical.

Don’t go silent, especially if you’ve been made redundant or are actively looking. Reach out to your network before you desperately need help. How should people approach that? Just ask for jobs.

No, not necessarily. Start by reconnecting. Let potential referees know you might need them soon.

Check in with former colleagues or managers for a virtual coffee. Just stay on people’s radar. Because a lot of opportunities get filled informally.

So many. Roles get discussed internally. People get asked for recommendations.

There are taps on the shoulder long before a formal ad might appear. Referrals and introductions are incredibly powerful. There was a great personal story illustrating this, wasn’t there, about an unexpected opportunity during the pandemic.

Yeah, an example where maintaining a connection with someone over years, just occasional check-ins, led directly to a significant role with a stride that wasn’t advertised. It came about purely through that existing relationship. It really shows networking isn’t just about asking for favors when you’re desperate.

It’s about building and maintaining relationships over time. It’s about staying top of mind, sharing insights, being helpful yourself. Then when opportunities arise, people think of you.

Okay. Last key area. Maintaining momentum and mindset.

Job searching is hard work, especially with rejections. It really is. It takes discipline.

You need a strong mindset and often a good support system, whether that’s family, friends, or maybe even a coach. And the advice is not to just hide away applying online all day. Right.

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While applications are necessary, solely relying on online portals isn’t enough. You need that networking, those conversations, that interaction. But the flip side is also true, isn’t it? Just having coffees without a clear personal brand and solid documents won’t cut it either.

Exactly. You can’t just network your way into a role if your resume is weak or your LinkedIn profile is bare. It’s holistic.

The applications, the networking, the personal branding, it all needs to work together. So bringing it all together, what’s the final message for experienced professionals navigating this 2025 market? I think the most powerful message is you are not outdated. You are under-marketed.

You have immense value, insights, connections, achievements, wisdom. Don’t forget that. It’s about leveraging those assets effectively.

Yes. Careers are cyclical. This isn’t starting from scratch.

Tap into that network you’ve built over years. Understand your unique strengths and how they apply now. Acknowledge the market is different, but you have what it takes.

Absolutely. Often, the barriers are technical. The resume, the LinkedIn profile, the interview technique or tactical, like not targeting the right sectors or roles or not networking effectively.

These are fixable issues. And perhaps challenge some internal mindset gremlins. Thoughts of retirement, self-doubt.

Definitely. Sometimes those feelings creep in, making you think maybe it is time to step back. But often that’s driven by the job search frustration, not the reality of your capability or desire to contribute.

So the final thought is really practical. Focus on the fixable technical stuff and get out there and actively engage your network. That’s the core of it.

Take control of what you can control, leverage your strengths, and tackle this market strategically.

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ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

People hire Jeff Altman, The Big Game Hunter to provide No BS job search coaching and career advice globally because he makes job search and succeeding in your career easier. 

Job Search Realities

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You Need to Fix Stupid Hiring.

He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with over 2900 episodes over 13+ years.

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