Why Job Recruitment is Broken for Workers Over 50 – And How to Navigate It

Struggling with Your Career After 50? You’re Not Alone

If you're over 50 and struggling to land a job, you're not imagining it—recruitment is stacked against you. Despite increasing life expectancy and extended working lives, older professionals often face prolonged unemployment, stalled career growth, and hiring processes that favor younger candidates.

A report by the OECD found that once workers hit 55+, half of hiring managers admit they ‘probably’ or ‘definitely’ wouldn’t hire them. Research consistently confirms that age discrimination in hiring is widespread. If you’ve been applying for jobs and getting nowhere, it’s not your fault. The system is broken. But by understanding the problem, you can take action and find smarter ways to move forward.

How Recruitment Systems Unfairly Exclude Older Candidates

Today’s hiring practices—whether intentional or not—put older candidates at a disadvantage. Here’s how:

1. The LinkedIn Easy Apply Trap – Submitting applications has never been easier, but this also means that recruiters get thousands of applications. To cope, they rely on automated screening tools that filter out candidates based on keywords and arbitrary factors, making it harder for experienced professionals to stand out.
2. Automated Tracking Systems (ATS) Block Experience – Many employers use software that prioritizes candidates with ‘recent’ experience or specific keywords. If your career path is longer or unconventional, you risk being overlooked entirely.
3. Algorithmic Bias in Hiring Platforms – A study by 55redefined found that younger HR managers are 38% more likely to reject older candidates compared to their over-40 counterparts. While AI-driven hiring tools are not inherently biased, they learn from hiring patterns—which often favor younger candidates.
4. Job Descriptions Designed for Younger Workers – Phrases like "digital native," "fast-paced environment," and "recent graduate" subtly discourage older applicants. For instance, Paul Shuttleworth has been actively fighting against the term "digital native" in job descriptions and whilst he achieved the win of them admitting not to use that specific term, he’s now seen a shift towards the term social media native (no you couldn’t make it up!) You can follow his story on linkedin.
5. The 'Cultural Fit' Excuse – It’s hard to say what this really means, but it’s an easy of way of fobbing people off without actually telling them the truth. If you’re over 50 and the average age of the people in the organisation looks to be in their 20’s and 30’s you’d have to question their commitment to diversity.
6. The 'Overqualified' Dismissal – Employers often reject older applicants for being ‘overqualified’—worried they’ll get bored, expect higher salaries, or leave quickly. Some recruiters even admit they prioritize younger candidates with families, believing they ‘need’ jobs more.
7. Zero Accountability for Ageism – Unlike gender and racial diversity, there’s no legal requirement for recruiters to track age-related hiring data. Contact any job board and ask how many over-50 candidates land interviews compared to their younger counterparts—they won’t tell you because they don’t collect the data. Without measurement, the problem remains invisible.

What You Can Do to Improve Your Job Search After 50

While systemic changes are needed, there are strategies you can use right now to boost your chances of landing a great job:

1. Optimize Your Resume for the ATS – Use industry-relevant keywords and avoid listing jobs that go back more than 15–20 years. Your skills and training should be relevant and up to date.
2. Network Smarter, Not Harder – Many job openings never get posted. Even LinkedIn admit most jobs are landed via networking.  You will have your own networks, and professional groups but we actively encourage people to get involved in sectors volunteering or doing jobs in organisations likely to grow – especially with your input.  There are very few ‘coincidences’ out there.  You need to be in the front of someone’s mind at the right time.
3. Apply Directly to Companies – Avoid mass application methods like Easy Apply. Research companies you admire and reach out directly.  We’ve had the Wildlife Trust come and talk to our members twice and they never publicly post a job because they simply recruit from their volunteer base and network. They post all their jobs on their own websites.
4. Highlight Adaptability – Employers are ageist so prove them wrong. They’ll think you struggle with technology and change. Emphasize recent certifications, work you’ve been doing for a start up or charity – don’t talk about what you might do. Talk about what you are doing.  We run monthly purpose and impact hubs to give people a chance to connect with some of the most exciting and innovative charities who need and want support. Ask yourself what’s more rewarding?  Making a difference and earning currency (that may not be financial) or applying for hundreds of jobs and getting rejected?
5. Consider Freelancing or Consulting – If traditional full-time roles are scarce, freelance or consulting work can be a great way to stay active in your industry, build connections, and increase your marketability. The rise of portfolio and gig working is moving onwards and upwards and we see no signs of things moving in reverse.

The Need for Change

Recruitment must evolve to reflect a multigenerational workforce. Ignoring experienced workers is not only unfair—it’s bad for business. Companies that embrace age diversity gain expertise, stability, and a competitive edge.

If you’re navigating a career shift after 50, know that you are not alone. Stay informed, be strategic, and don’t settle. The right opportunity is out there—and with the right approach, you’ll find it.

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