Finding a New Job in Your 60s

Why I employed older jobseekers

I was sitting on my balcony enjoying the final hours of the day when I heard the ping on my smartphone. It was a message from the Human Resources department of my company. The two candidates for open positions in my team had accepted their offers. I was relieved; I could now enjoy my short stay-at-home vacation knowing that I could start reducing the ever-increasing pressure on the team. As the sun sank over the horizon, I reflected on how in just 18 months I had gone from an unemployed technical writer of 65 to a team leader in a successful international hi-tech company.

I had previously shared my job-hunting experience with readers of The Ascent in an article about finding a job at 65. The tips I gave were from the point of view of the job seeker. In this current article, I share my insights once again, but this time from the point of view of the recruiter.

Why I Preferred Older Candidates

The high-pressured nature of the work meant we needed people who would help build a strong team with a minimum of training. When sorting through the resumes, I first looked for the candidates with the most experience, and the older candidates had an obvious advantage in this respect. But I was also looking for something beyond professional experience — I needed team members who could see the big picture, keep a sense of proportion, and remain calm when the pressure was on. I was to discover that these qualities were more likely to be found in the older candidates.

However, despite being sympathetic to older candidates, the prospect of employing staff in their 60s did require me to be reassured on several issues.

Tips for the Mature Jobseeker

These are some of the concerns I had when interviewing older candidates, along with some ideas for allaying your potential employer’s worries.

1. Prove your long-term commitment.

The problem: The question of the candidate's commitment to the job was a major concern of mine. It is an expensive and time-consuming process to recruit and onboard new staff. It would not reflect well upon me, as the manager, if a new employee were to leave the job soon after starting. I was looking for reassurance that the candidate was looking for long-term employment and not just looking for a job to coast along till retirement.

Your solution: Think of why you want to work. Typical reasons for staying in the workforce includes a desire to earn money and maintain your standard of living, a desire for stimulation and interest, the satisfaction of remaining a productive member of society, experiencing the comradery working with others, and so on. I found myself persuaded when the candidate had more than one reason for wanting to work. Multiple motivations mean the employee is less likely to leave when circumstances change.

2. Be up to date with the latest tools and techniques.

The problem: It was important for me to see that the candidate was familiar with the latest professional trends. I did not expect hands-on experience with all the latest software and practices, but I was looking for someone who takes an interest in their profession. I was concerned that older candidates may be behind the times, resting on their laurels.

Your solution: Keep up-to-date by reading the professional literature, websites, and forums. Think of an idea or development that would excite you if it were to be introduced into your workplace. Be prepared to talk enthusiastically about your ideas.

3. Show you can keep a cool head.

The problem: I needed team members who could deal with a lot of pressure. The company is growing at a rapid pace. Procedures and work practices are still being worked out, sometimes leading to heated arguments. I was looking for team members who could play a conciliatory role when required and would not easily lose their temper. I asked a lot of questions about how they had handled situations of conflict in the past.

Your solution: Think of situations in the past where you had to deal with conflict and friction in the workplace. Be prepared to explain to the interviewer how you dealt with such situations. If you see yourself as someone who is good at bringing people together, let the interviewer know, and give examples.

4. Ensure your career aims are focused.

The problem: A major issue for me was to see the focus of the candidate's career. In some professions, it is common to have worked in related roles. Technical writers, for example, have often worked as content creators or translators. Career changes are to be expected and can be positive, but I was concerned when I saw a work history where the candidate had been going from one to the other as if they couldn’t make up their mind. As a recruiter, I needed to be convinced that the candidate really wants the job for which they are being interviewed, and not just because that’s what’s available.

Your solution: If you have been through different career changes you will need to persuade the recruiter that this is really the job you want, despite different career experiences. The reasons could be that it is the option that interests you most, that it is the one best fitted to your skills, that there was a lack of job opportunities in the past, and so on.

5. Get the resumé right.

The problem: In my experience, older candidates, with many years of work experience, tend to put too much information in the resume. As a recruiter, I wanted to get a quick impression of the candidate’s work history and was not interested in absorbing a lot of detail. Also, many candidates sent resumes with an antiquated look and feel. There are trends in resume design, and I suggest getting up to date; it’s further proof that, despite your advancing years, you have a modern outlook. A well-designed resume is an indication of general competency.

Your solution: Make the information in your resume as concise as possible. For work history, the name of the company, your role, the year, and a single sentence description is usually enough. To get the layout right, I recommend checking out the resume templates available in Word or other writing software. Search for ideas on the internet. Modern resume design includes graphics and makes a strong initial impact. If a graphic layout isn't your thing, you could consider using a graphic designer.

6. Don’t make age a problem.

The problem: As a potential employer, the only issue I have with age is if the candidate themself has a problem with it.

Your solution: Don’t raise the subject of your age unless the interviewer asks you about it. Do not make self-effacing jokes about age, and do not mention it as a problem. If the issue is raised, describe the advantages of age (and make sure to prepare a list of advantages before the interview).

Being an older employee has advantages, but not all potential employers will see it. Good preparation before the interview will empower you to allay some of the fears that the interviewer may have when faced with a mature candidate. You have much to offer — make sure the recruiter sees it.

A previous article of mine contains more ideas about job hunting for the mature applicant: