I have the privilege of working at an urban career center where the average age of our clients is 53. For older workers, the job search can come with challenges—one of which is facing stereotypes from hiring authorities. Ageism is alive and well.
This is unfortunate, as it leads to many qualified older workers being passed over simply due to their age. Here are ten common stereotypes older workers face when searching for work:
1. Older workers are overqualified
Sometimes older workers might be overqualified. Some of my clients admit to me they’d be bored if they took a job for which they were overqualified. I tell them not to apply for such jobs.
On the other hand, there are some older workers who simply want to move into low-stress roles. One of my clients told me he no longer wanted to deal with the day-to-day tension he faced during his 20 years as an executive program manager. Now, he works happily as a business developer for a local plumbing business.
2. Older workers expect higher salaries
Many older workers have reached the pinnacles of their careers and, thus, they tend to earn high salaries. However, many older workers also face different financial situations at this stage in their lives. They no longer have mortgage payments, college tuition is paid off, and their children have flown the coop.
As a result, many older workers have little problem adapting to lower salaries. Perhaps they’ll have to downgrade from a Lexus to a Honda Accord, or forego their third vacation in the Alps. For many older workers, this isn’t a big deal.
3. Older workers won’t work as quickly as younger workers
Sure, older workers might not be able to finish an assignment as quickly as their younger colleagues. They probably won’t spend weeks putting in 12-hour days, nor will they gather around the ping pong table to boast with coworkers about staying later than the “old fogeys.”
But do you know what they will do? They’ll work meticulously to complete a project right the first time. Older workers will work smarter, not harder. They won’t make as many mistakes, because they won’t rush.
4. Older workers are trying to steal the interviewer’s job
A common complaint of my older clients is the lack of knowledge many hiring managers demonstrate. These older workers might have 20 or 30 more years of work experience than their younger hiring managers, so it makes sense that they would know more than the person interviewing them does.
However, my older clients also say they simply want to be hired for the job for which they’re applying. They’re not interested in taking the hiring manager’s position. Some of them simply want to step back and rid themselves of management responsibilities altogether, or they want to mentor younger workers.
5. Older workers aren’t dependable
You’re mistaken if you think older workers will miss work more often due to illness, child care, and any other reason. Older workers have strong work ethics and senses of professional dedication, both ingrained in them throughout the courses of their careers.
My father worked six days a week, and I try to emulate his work ethic. I arrive early, even though I don’t have to, and am willing to stay late if necessary. Enough said.
6. Older workers can’t solve problems
Many older workers have experienced loss. In some cases, they’ve lost loved ones or jobs. They’ve had to adapt to adverse situations in real time. They know how to put out fires.
The ability to adapt to adverse situations makes older workers natural problem solvers. They think calmly under pressure because they’ve seen these problems before. They have learned from their mistakes and are less likely to make mistakes at work.
7. Older workers are lazy
A common misconception younger interviewers hold is that older workers are just biding their time until retirement comes. The fact is that if the work is stimulating, older workers will work for years beyond retirement age.
One of my colleagues is beyond retirement age, yet she says she’ll work as long as she can because she enjoys the responsibilities and the people with whom she works. Trust the older candidate when they say they have no plans to retire soon.
8. Older workers aren’t team players
Older workers have more job experience than younger workers, which tends to mean they also have more developed emotional intelligence (EQ). They understand their own limitations and the limitations of their teammates. They know when to pitch in, when to take direction, and even when to act as a mentor.
9. Older workers don’t mesh with the company’s culture
One of my clients was told during an interview that the company doesn’t typically hire people in their fifties. This is a blatant demonstration of ageism and, quite honestly, in correct.
Older workers can integrate with the company culture and, in many cases, improve the culture be providing more maturity and nurturing younger workers who look up to older workers as mentors and leaders.
Click on this link to see a poll on LinkedIn that addresses this stereotype.
10. Older workers don’t understand technology
Don’t take it from me, as a mature worker; ask my 78-year-old mom who delves into technology whenever she can. More to the point, many of my clients are software and hardware engineers. They learned their trade through school or on their own, and now they’re at the top of their game.
What is comes down to is having the desire to learn technology. Am I interested in Pinterest or Instagram? No. Can I learn C++ or Python? Not because I’m 56 years old, but because I don’t have the aptitude for it. (My father, who was an electrical engineer recognized this fact when I was a young adult.
Thanks, Colleen DelVecchio for the reminder.
Younger interviewers, when you’re interviewing an older worker, don’t judge them before getting to know them. Keep in mind the misconceptions I’ve explained above. Prove to be the better person.
Am I saying you should hire an older worker simply because of their age? Of course not. Just give them a chance, as you would for any other worker of any other age.
This post originally appeared in Recruiter.com