America's Aging Workforce and the Problem of Getting Hired

Older employees find discrimination at every turn.

We’ve all known for some time that Americans—either out of desire or necessity—are working longer than prior generations. New research suggests that many older workers are not, in fact, delaying retirement by choice—and that once they begin looking for work, they often feel disadvantaged because of their age.

A survey by resume.io of 600 job seekers age 50+ found that two-thirds say financial pressures have forced them to remain in the workforce longer than they originally planned. Nearly half reported looking for work because of rising living costs, while others cited insufficient retirement income or the need for higher pay.

But financial pressures are only part of the story. The research also found that about 9 in 10 respondents believe older workers face age discrimination in the hiring process, and half say they have felt pressure to hide their age to appear more digitally competent. More than a third reported avoiding references to their age during the job search, while others said they removed older experience from their resumes or altered how they presented themselves during interviews.

The findings raise uncomfortable questions for employers at a time when many organizations continue to struggle with talent shortages.

According to the survey, older job seekers frequently believe employers view them as “too old,” assume they lack technology skills or question their ability to adapt to changing workplace demands. Yet these perceptions may conflict with the realities many organizations face as experienced workers leave the labor force, and institutional knowledge becomes increasingly difficult to replace.

“The reality is that experience should be viewed as an asset rather than a liability.”
-Amanda Augustine, resume.io

Amanda Augustine, career expert at resume.io, argues that employers may be overlooking an important source of talent. “The reality is that experience should be viewed as an asset rather than a liability,” she said. “Experienced professionals bring institutional knowledge, proven problem-solving abilities and a track record of success that can’t be taught overnight.”

The report also highlights the emotional toll of the job search. Nearly 3 in 5 respondents said searching for work later in life had negatively affected their mental health. Frustration, anxiety, hopelessness and self-doubt were common themes.

For employers, the study serves as a reminder that diversity efforts often focus on race, gender and other demographic factors while age receives comparatively less attention. Yet demographic realities suggest age inclusion may become increasingly important as Americans live longer, retire later, and seek second or third careers.

The big question: Are employers really ready to deal with an aging workforce?

The biggest challenge for employers are their “misguided beliefs that equate ageing with decline,” Helen Hirsh Spence, author of ReSet: Making the Most of the Rest of Your Life, told Workwire.

There are so many debunked myths about older workers, she noted—for example, older adults have less absenteeism than younger workers. “They are loyal, committed and stay with companies longer,” she said. “They are capable of learning new skills and their life experience gives them a performance edge.”