Forget the stereotypes and sweeping generalizations—companies are waking up to the immense value that GenX and Boomers bring to the table. And while ageism still exists in hiring practices, there’s more happening beneath the surface. Oh and fun fact- I am seeing more and more of my older clients snag a bigger salary out the gate than younger ones… Why? GUMPTION.

So, let’s do my favorite thing and really look at the numbers and dig into why seasoned (I hate this word) professionals are not just tolerated but actively sought after and how to navigate the modern hiring landscape with confidence.

Why Companies Are Hiring Older Workers Despite Age Bias

Ageism isn’t as black-and-white as it’s often painted. While age discrimination persists, forward-thinking companies are rewriting the script. They know the market’s hunger for stability, reliability, and wisdom. In Q4 and Q1, when companies recalibrate their strategic goals and plan for long-term projects, older hires are no longer outliers… they’re the secret weapons.

Yeah, that means you have to leave Imposter Syndrome at the door.

Here’s why:

Leadership and Adaptability: Experience breeds not only knowledge but resilience. Many GenX and Boomer professionals have weathered the dot-com bust, the 2008 recession, and the global pandemic. They know how to lead teams through change and ambiguity - a quality younger generations often seek in mentors.

Institutional Knowledge: It’s not just about being a veteran in your field; it’s about knowing the unspoken rules that make organizations tick. This type of knowledge is irreplaceable and invaluable for training and transition periods.

Soft Skills Over Hard Numbers: A survey by LinkedIn found that 92% of hiring managers value soft skills just as much, if not more, than hard skills. GenX and Boomers excel at this - think conflict resolution, negotiation, and emotional intelligence. These are skills only fine-tuned by experience and critical for positions that require cross-functional collaboration.

The Hiring Data: A Closer Look

Let’s get into the numbers. According to recent workforce analytics, professionals aged 50 and older now make up over 22% of the U.S. labor force.

Even more telling, a report by AARP found that 79% of employees over 45 see their age as an advantage in the workplace because of their strong work ethic and knowledge. (This one I don’t believe, but fingers crossed it is true… or will be by the time you read the end of this.)

I’m also seeing more and more women get hired faster - including older women- so don’t buy everything the media and social media tells ya.

The data on hiring trends in Q4 and Q1 shows that as companies finalize their budgets and prepare for the new fiscal year, they look to fill roles that can hit the ground running. It’s no coincidence that roles requiring expertise, strategic oversight, and quick decision-making often skew towards seasoned professionals.

But if companies value older workers, why does ageism persist?

The answer lies partly in outdated perceptions, both on the company side and among older job seekers themselves. While many companies know the worth of experienced hires, they still need to bridge the gap between hiring intent and execution. On the other hand, seasoned professionals often self-select out of opportunities due to fear of age bias or assume they won’t fit the “modern” job description.

Shifting the Narrative: Tips for Older Professionals

It’s time to change the perception game. Here’s how to make sure age isn’t your Achilles’ heel but your strongest asset:

1. Network, Network, Network: This isn’t just career advice 101—it’s career advice for life. GenX and Boomers often have extensive, high-quality networks but don’t always tap into them effectively. Start leveraging connections for inside scoops on job openings, references, and endorsements.

2. Get Visible Online: A dormant LinkedIn profile isn’t going to cut it. You need an active, engaging online presence that shows you’re not only aware of current trends but contributing to them. Think articles, thoughtful comments, or sharing updates on industry shifts.

3. Stay Tech-Savvy: One of the biggest myths is that older workers can’t keep up with technology. Bust that myth by showcasing certifications, courses, or projects that prove your fluency in relevant tech. This isn’t just about coding, really, it’s not… it’s about understanding the tools that drive your industry. Oh and if you aren’t comfortable with AI - get to it. If you take away ONE thing from this article— that is the bit I want you to do. Learn how to be a prompt engineer to get things done within your company.

4. Brand Your Experience: Your resume shouldn’t read like a list of job titles - seriously ya’ll get rid of the 1993 resumes… they worked great then, not now. Your resume should tell the story of your impact. Quantify your results, emphasize leadership roles, and spotlight times you’ve steered teams or projects through challenging transitions. Need help? Yeah, I’m available… let’s chat.

What Companies Need to Do

It’s not just on the job seekers to battle ageism—companies have a part to play, too. Companies that have embraced inclusive hiring practices often report lower turnover and higher employee satisfaction. Why? Because a diverse age range fosters mentorship, cross-generational learning, and more robust decision-making processes.

According to Deloitte, organizations that practice inclusive hiring have 30% higher revenue per employee and 39% better customer satisfaction rates. Hiring older employees isn’t just a nice-to-have; it’s a competitive advantage.

Why Don’t Older Workers Apply More?

This is where we need a reality check. Many older workers don’t apply as much because they’re conditioned to believe they won’t be selected. But here’s what’s true: many companies are desperate for the unique blend of leadership, expertise, and soft skills that older professionals offer. The hiring challenge isn’t only on the companies—it’s in changing the narrative that seasoned professionals tell themselves.

Tackling Ageism Head-On: Your Game Plan

• Don’t Hide Your Age: Trying to appear younger can backfire. Instead, showcase the value of your years with statements like “With 20+ years of leadership…” to lead the conversation.

• Interview with Confidence: Many older candidates bring self-consciousness into interviews, feeling they need to justify their age. Flip this narrative—go in emphasizing how your experience directly meets the company’s biggest challenges.

• Ask the Right Questions: During interviews, ask how the company supports professional development and cross-generational collaboration. This not only shows you’re invested but signals you’re looking for a workplace that values every age.

It’s time to change the perception that older professionals are somehow past their prime.

Companies are seeing through this outdated belief, and it’s time job seekers do, too.

GenX and Boomers have more to bring to the table now than ever. Let’s make sure everyone knows it.