40 is the new 50: Millennial job – hunters are revamping their resumes by concealing years of experience to secure jobs
Millennials are beginning to feel the pressure of the .
According to Business Insider, jobseekers in their 30s and 40s have adjusted their resumes to reflect only the past 10 years of experience and are limiting their public work history on social and professional websites.
Online resume advice experts are also motivating middle – aged jobseekers to conceal clues that might disclose their age. It can be difficult when numerous companies require applicants to share their college graduation year, but it has become a survival strategy for mid – career employees trying to avoid seeming either too inexperienced or too experienced.
They even talk about “age – proofing” your resume. They also recommend concentrating on the past 10 years of your career and eliminating signs that accidentally reveal one’s age, such as @aol.com or @yahoo.com email addresses.
According to a 2024 report by Resume Now, about 90% of workers over 40 say they’ve experienced ageism. Research shows that AI can discriminate on the basis of race and gender in the hiring process, and hiring platform Workday is being sued for its screening technology that discriminates against candidates by age. The company has repeatedly denied the allegations.
Leverage your experience
Author and New York University Stern School of Business professor shared some advice for older jobseekers on her podcast in November.
Although she didn’t mention anything about hiding your age, she stated that the key to winning over hiring managers is demonstrating that you can match younger candidates’ stamina and cultural proficiency while showcasing your industry expertise.
She encouraged people of all ages to form so – called “irregular relationships” and get comfortable talking with younger and older people who could be potential coworkers. For older candidates, understanding younger people can convince hiring managers that you’re a good “cultural fit.”
“[Gen Z and young millennials] have a completely different language. They care about completely different things. They have a completely different sense of humor,” she said.
Welch also advised more experienced candidates to stop focusing on past experiences in interviews and look toward the future.
“Your currency is your currency,” she said, adding that keeping up with market, industry, and geopolitical trends is a necessity for older candidates. “You have to prove that your currency is forward – thinking. It’s ahead. And that’s true for everyone, but the responsibility is much greater for the older folks.”
She explained that it’s easier for hiring managers to assume that older candidates are set in their ways and less likely to adapt to a new company. “What they’re afraid of is your wealth of knowledge about what’s been.”
Welch urged jobseekers to clearly state what they can do that younger people can’t do. Naturally, older candidates are better at recognizing patterns because they have more experience, which makes decision – making easier, she said.
“You can navigate a crisis because you have been through so many. If you’ve been in the workplace for a while, you’ve seen hard times,” she said.