As you can likely imagine, one of the most common questions I receive from clients is in regard to the prevalence of age bias in the job market — and how an older worker can best position themselves to land a new job despite this pervasive issue.

My answer to the first part of the question? Sadly, it’s a resounding “yes, it’s very common” since any way you slice it, and despite the legalities trying to prevent it, many employers either consciously or unconsciously factor age into consideration when hiring. The AARP organization, for example, found that nearly two-thirds (64%) of workers aged 50 and older reported seeing or experiencing age discrimination in the workplace — and another survey showed that 74% of older adults believe their age is a barrier to getting a new job.

Until our legal system grows enough teeth to actually crack down on this issue, however, I’d encourage every older job hunter to seriously contemplate the following question when they’re heading into an interview: “If the majority of age bias is based on stereotypes about age, and the risks companies feel they may face when hiring older workers, could I be accidentally reinforcing these perceived risks and weaknesses in any way?”

Simply put, I’d contend that much of the phenomenon of age bias is based on the following potential fears an employer might have:

  • Older workers may not be able to adapt or keep up with a given corporate culture
  • Older workers may not be as up to speed on modern technology as younger workers
  • Older workers might have “coasted” and not learned new skills in quite some time
  • Older workers may not be comfortable taking direction from a younger manager
  • Older workers may want too much money based on past raises and market conditions
  • Older workers may have health issues or experience greater absenteeism
  • Older workers might be retiring shortly and less likely to make a long-term contribution

So again, if you’re a job hunter who belongs to the Gen X or Baby Boomer cohort, it’s worth a moment to acknowledge these potential hiring manager fears and make sure you’re not playing right into them. For example, I routinely conduct mock interviews with candidates in the middle-age-or-older bracket who answer the “tell me about yourself” question with a 10-minute monologue about every single job they’ve had for the past forty years. Or who take jabs at Gen Y or Gen Z beliefs, behaviors, or work mentalities. Or who poo-poo the capabilities of AI, instead of leaning into it.

Sure, in a perfect world it would be great if we all could be “free to be you and me” (heck, even that reference dates me!) and find a way to keep bias from creeping into the hiring process. Alas, we don’t live in that reality. So if you suspect your age might be a contributing factor in your job search results to date, double down and work on exempting yourself from the above stereotypes. Work on your health. Enroll in some training and career-specific learning activities. Get out in front of the AI revolution, not behind it. And most importantly, when interviewing, avoid telling too many war stories about the past and focus on sharing your enthusiasm about your career and what you hope to accomplish in the future.

At the end of the day, no hiring manager or recruiter (regardless of their age) wants to hire somebody whose best days seem to be behind them, not in front of them.