Using Your Age to Your Advantage in Your Job Search

3049 This episode advises experienced job hunters to reframe their age as an advantage, consider diverse employment types, leverage their leadership maturity, and refine their job search strategies, emphasizing the importance of networking and a strong personal brand. ABOUT JEFF ALTMAN, THE BIG GAME HUNTERPeople hire Jeff Altman, The Big Game Hunter to provide No BS job search coaching and career advice globally because he makes job search and succeeding in your career easier. Schedule a discovery call to speak with me about one-on-one or group coaching during your job search at ⁠www. TheBigGameHunter.us. You will also find great info and job search coaching to help with your job search at ⁠⁠JobSearch. Community⁠⁠ You can get free copies of 25 Interview Questions and Answers, How to Craft a Compelling Elevator Pitch in 20 Seconds or Less, Get Ready for the Job Jungle, Diagnosing Your Job Search Problems, No BS Resume Advice, and Prove Your Worth First, Then Negotiate. Receive free weekly suggestions and more. Subscribe to No BS Job Search Advice Radio, the #1 podcast in Apple Podcasts for job search with more than 3000 episodes. Connect on LinkedIn: ⁠https://www.linkedin.com/in/T⁠⁠heBigGameHunter⁠ We grant permission for this post and others to be used on your website as long as a backlink is included to ⁠www. TheBigGameHunter.us⁠ and notice is provided that it is provided by Jeff Altman, The Big Game Hunter as an author or creator. Not acknowledging his work or providing a backlink to ⁠www. TheBigGameHunter.us⁠ makes you subject to a $1000 penalty which you proactively agree to pay. Please contact us to negotiate the use of our content as training data.

• 0:00Speaker 00

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• 0:29Speaker 01

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• 0:42Speaker 02

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• 0:45Speaker 03

  Okay, let's dive straight in. We want to get a handle on the job market landscape, thinking particularly about the U.S. and Australia right now, sort of mid 2025.

• 0:54Speaker 04

  Yeah, absolutely. And the picture, well, it's often described as tight but optimistic. Inflation has definitely cooled off a bit, which helps.

• 1:03Speaker 03

  Right, that's the optimistic part.

• 1:05Speaker 04

  Exactly. But the high interest rates, there's still a really big factor hanging over everything.

• 1:11Speaker 03

  And that directly impacts companies, doesn't it? We're hearing profitability is the name of the game now, maybe more than just pure growth.

• 1:18Speaker 04

  That's spot on. With borrowing costs high, companies are laser focused on the bottom line. It means they have to prioritize profit, sometimes, you know, over just expanding for expansion's sake.

• 1:30Speaker 03

  Okay, so for our listeners, maybe job seekers out there, what does that profitability focus feel like when they're applying for roles?

• 1:36Speaker 04

  It translates into caution. Hiring processes might feel slower, more deliberate. Companies are definitely more selective, maybe a bit risk averse.

• 1:44Speaker 03

  Risk averse? How so? Like, only looking for the perfect unicorn candidate?

• 1:48Speaker 04

  Sort of, yeah. They're really scrutinizing whether a candidate is immediate, obvious fit, who can deliver value quickly. There's less room for maybe taking a chance on potential alone.

• 2:00Speaker 03

  And it seems like this is hitting experienced professionals particularly hard, mid managers, specialists, even execs. Why them specifically?

• 2:08Speaker 04

  Well, think about it. When Rapid growth isn't the primary goal. You see fewer new senior roles being created. You know, those heads of new departments, leaders for brand new functions or massive speculative projects.

• 2:21Speaker 03

  Ah, okay, so the opportunities at that level just aren't popping up as frequently.

• 2:25Speaker 04

  Precisely. So if you're listening and you've got years of experience, but you're facing radio silence on applications, this backdrop is likely a big part of the reason why.

• 2:33Speaker 03

  And it's not just the candidates feeling it, right? Recruiters are facing headwinds too.

• 2:37Speaker 04

  Yeah, definitely. We're hearing that recruiters are struggling with getting final approvals, uh, seeing roles suddenly put on pause or even canceled. It's tough across the board.

• 2:46Speaker 03

  But importantly, it's not a complete freeze. There are areas still hiring quite actively. Where should people be looking?

• 2:54Speaker 04

  Absolutely. One interesting area is the public sector. Governments are often driving big transformation and reform programs.

• 3:01Speaker 03

  And those skills, like strategy and managing change, are transferable from the corporate world.

• 3:07Speaker 04

  Hugely transferable.

• 3:08Speaker 03

  Yeah.

• 3:08Speaker 04

  It's a really good fit for experienced professionals. Even if it's not the first place they might think to look, it requires that kind of seasoned perspective.

• 3:16Speaker 03

  That's a great practical tip. What else is looking active?

• 3:19Speaker 04

  Well, the whole green energy and sustainability space is still strong. Infrastructure projects linked to that too. That seems to have long-term momentum.

• 3:27Speaker 03

  Makes sense, despite any political shifts, maybe.

• 3:30Speaker 04

  Right. And then you've got the perennials. Technology and AI are obviously huge drivers across industries. Plus, healthcare, med tech, health services always essential.

• 3:41Speaker 03

  Okay.

• 3:41Speaker 04

  Oh, and professional services and education too. They seem to be holding steady.

• 3:45Speaker 03

  So the takeaway is while the overall market might feel tight, there are definitely specific sectors with significant opportunities if you know where to focus.

• 3:54Speaker 04

  Exactly. It requires a bit more targeted searching perhaps.

• 3:57Speaker 03

  Now, let's talk about something you touched on, this feeling some experience people have of being overlooked despite their value. Our sources call it the paradox of experience. Can you unpack that a bit?

• 4:09Speaker 04

  Yeah, it's that really frustrating situation where you know you're highly capable, you have fantastic track record, years of value delivered. But you're just not getting the traction you expect in your job search. The interviews aren't landing.

• 4:22Speaker 03

  And a big part of this, apparently, is a skill that often isn't formally taught. How to actually sell yourself effectively in the market today. It's different from just being good at your job.

• 4:33Speaker 04

  Absolutely. You could be, you know, a world-class engineer or marketer, but articulating that value on paper, on LinkedIn, in an interview, in a way that cuts through the noise, that's a whole different skill set.

• 4:45Speaker 03

  Something they don't teach you, even in a master's program, sometimes?

• 4:49Speaker 04

  Rarely. And this lack of, let's call it, job search savvy, can lead to a really common mistake.

• 4:55Speaker 03

  Which is?

• 4:56Speaker 04

  Undervaluing yourself, because roles seem scarce. Experienced people sometimes start applying for positions they're clearly overqualified for.

• 5:03Speaker 03

  Ah, the better something-than-nothing approach. But that can backfire, can't it?

• 5:07Speaker 04

  Definitely. For the candidate, it often leads to frustration, maybe feeling underutilized, loss of status or pay. And for the employer, managing someone who's overqualified and potentially bored or looking to leave soon, that's tricky, too.

• 5:22Speaker 03

  So the message here is, if you're experienced and struggling, don't immediately assume it's you or your qualifications. It might be the technical side of your job search.

• 5:31Speaker 04

  Exactly. It often comes down to the practical execution.

• 5:35Speaker 03

  And our sources really hammer home two specific technical areas. First, the quality of the application itself, resume cover letter.

• 5:43Speaker 04

  Yeah, bluntly put, sometimes the application materials just aren't good enough. They don't showcase the value properly.

• 5:47Speaker 03

  And the second area?

• 5:49Speaker 04

  LinkedIn. Your profile needs to be sharp, up to date, and actively reflecting your expertise and career goals.

• 5:54Speaker 03

  Right, so these are things people can control and fix. They might be the actual barrier, not your underlying experience.

• 6:01Speaker 04

  Precisely. These technical aspects are often the gatekeepers to getting that first interview, regardless of how brilliant you actually are. They are fixable problems.

• 6:10Speaker 03

  Okay, another interesting point that came up was about assumptions. How we sometimes assume we won't fit into a certain company culture or team.

• 6:19Speaker 04

  Hmm, yeah. We can easily talk ourselves out of applying for something because we build up this idea in our head, "Oh, they're probably all young tech bros," or, "That place looks too corporate and stuffy for me."

• 6:29Speaker 03

  Without actually knowing if it's true.

• 6:31Speaker 04

  Exactly. We self-select out based on assumptions.

• 6:34Speaker 03

  So the advice is to flip that. Use the application, and especially the interview process, to find out what the culture is like.

• 6:41Speaker 04

  Yes. Treat the interview as a two-way street. It's your chance to suss them out just as much as they're sussing you out. Don't prejudge from the outside.

• 6:50Speaker 03

  There was a story about a foundation CEO, wasn't there? Saying they were surprised how few people applied for really good roles.

• 6:56Speaker 04

  Yeah, the perception was that these roles were too hard to get, or maybe required connections they didn't have. People assumed intense competition and just didn't bother applying.

• 7:06Speaker 03

  Which ironically made the competition less intense for those who did apply.

• 7:10Speaker 04

  Right, and it makes you wonder. Maybe experienced professionals, because they have seen more, might actually make more assumptions, sometimes negative ones, than younger candidates who might be a bit more, I don't know, naive or optimistic.

• 7:24Speaker 03

  That's an interesting thought. It reminds me of Greg Savage's point about recruiters making assumptions too. Candidates do it just as much.

• 7:30Speaker 04

  We all do it. So the key takeaway is, test your hypotheses, don't assume you know. Apply, talk to people, go through the process. You might be genuinely surprised.

• 7:40Speaker 03

  Okay, let's pivot to some really proactive strategies for 2025. The first one is about your narrative, how you tell your professional story.

• 7:48Speaker 04

  This is crucial. It's about a mindset shift. Stop feeling like you constantly need to prove you're up to date or relevant.

• 7:54Speaker 03

  And start acting like you are.

• 7:56Speaker 04

  Yes. Demonstrate it. Your LinkedIn profile shouldn't just be a list of past jobs. It should showcase your current thinking, your strategic capability, what you're engaged with now.

• 8:07Speaker 03

  And for people maybe conscious of their age, or perhaps a gap in certain types of experience, the advice is to reframe that perceived disadvantage.

• 8:16Speaker 04

  Absolutely. Don't see it as a liability. Frame it as a competitive advantage.

• 8:20Speaker 03

  Yeah.

• 8:20Speaker 04

  This has to start internally, though. You have to believe it first.

• 8:23Speaker 03

  Can you give an example? How do you frame age positively?

• 8:27Speaker 04

  Instead of worrying about being seen as old school, you could say something like, "My experience includes leading teams through major downturns like the GFC and the pandemic. I bring calm, clarity, and decisive action when things get tough."

• 8:40Speaker 03

  Uh, turning experience into wisdom and stability.

• 8:44Speaker 04

  Exactly. Or if you have international experience that maybe feels less relevant now, frame it as bringing a unique global perspective. Understanding diverse markets, that's a huge asset for many. Companies. Find the positive angle for whatever you perceive is a potential negative.

• 8:58Speaker 03

  Okay, narrative is one thing. What about adjusting the target, the types of roles you go for?

• 9:03Speaker 04

  Yeah, the advice here is to broaden your definition of an ideal role. Don't just fixate on the traditional, permanent, full-time employee position.

• 9:11Speaker 03

  What are the alternatives?

• 9:12Speaker 04

  Consider interim executive roles, management contracts, project-based consulting. These can be really rewarding, often well-paid, and can build a fantastic portfolio career.

• 9:24Speaker 03

  And are there specific types of roles where that kind of leadership maturity is particularly in demand right now?

• 9:30Speaker 04

  Definitely. Roles focused on transformation, leading significant change, complex stakeholder engagement, those really benefit from seasoned leadership.

• 9:39Speaker 03

  Okay.

• 9:39Speaker 04

  Also, governance, compliance, risk management, especially with the rise of ESG factors, people with finance or legal backgrounds and deep experience are needed, and high-level strategy roles, of course.

• 9:51Speaker 03

  So it's about knowing your leadership strengths and being able to articulate them confidently for those kinds of opportunities.

• 9:56Speaker 04

  Absolutely. Understand your style, have examples ready, and own that experience.

• 10:00Speaker 03

  Right, let's talk practicalities now, making it easy for recruiters and, crucially, networking. What's key when dealing with recruiters?

• 10:08Speaker 04

  responsiveness is huge. If a recruiter contacts you about a potential fit, get back to them quickly, even if it's just to say, "You need a day to think." There's an anecdote about someone missing out because they didn't reply for a day or two. Things move fast.

• 10:23Speaker 03

  Okay, speed matters. And what about the tools? Resume, LinkedIn.

• 10:26Speaker 04

  Optimize them. Make them easy to read, keep them concise, use current market language for your titles. This is especially important if you've moved countries, and titles mean different things.

• 10:37Speaker 03

  Right, tailor the language.

• 10:38Speaker 04

  And keywords. Make sure you're including terms relevant to the roles you're targeting, so you get picked up by applicant tracking systems, the ATS. Keep formatting simple, for the same reason.

• 10:49Speaker 03

  Good technical tips. Now, networking. Seems more important than ever.

• 10:53Speaker 04

  It's absolutely critical. Don't go silent, especially if you've been made redundant or are actively looking. Reach out to your network before you desperately need help.

• 11:02Speaker 03

  How should people approach that? Just ask for jobs?

• 11:04Speaker 04

  No, not necessarily. Start by reconnecting. Let potential referees know you might need them soon. Check in with former colleagues or managers for a virtual coffee. Just stay on people's radar.

• 11:14Speaker 03

  Because a lot of opportunities get filled informally.

• 11:17Speaker 04

  So many. Roles get discussed internally, people get asked for recommendations, there are taps on the shoulder long before a formal ad might appear. Referrals and introductions are incredibly powerful.

• 11:29Speaker 03

  There was a great personal story illustrating this, wasn't there? About an unexpected opportunity during the pandemic.

• 11:34Speaker 04

  Yeah, an example where maintaining a connection with someone over years, just occasional check-ins, led directly to a significant role with Astrad that wasn't advertised. It came about purely through that existing relationship.

• 11:47Speaker 03

  It really shows networking isn't just about asking for favors when you're desperate. It's about building and maintaining relationships over time.

• 11:54Speaker 04

  Exactly. It's about staying top of mind, sharing insights, being helpful yourself. Then, when opportunities arise, people think of you.

• 12:01Speaker 03

  Okay, last key area. Maintaining momentum and mindset. Job searching is hard work, especially with rejections.

• 12:09Speaker 04

  It really is. It takes discipline. You need a strong mindset and often a good support system, whether that's family, friends, or maybe even a coach.

• 12:18Speaker 03

  And the advice is not to just hide away applying online all day.

• 12:22Speaker 04

  Right. While applications are necessary, solely relying on online portals isn't enough. You need that networking, those conversations, that interaction.

• 12:31Speaker 03

  But the flip side is also true, isn't it? Just having coffees without a clear personal brand and solid documents won't cut it either.

• 12:38Speaker 04

  Exactly. You can't just network your way into a role if your resume is weak or your LinkedIn profile is bare. It's holistic. The applications, the networking, the personal branding, it all needs to work together.

• 12:50Speaker 03

  So bringing it all together, what's the final message for experienced professionals navigating this 2025 market?

• 12:57Speaker 04

  I think the most powerful message is, you are not outdated, you are under marketed. You have immense value, insights, connections, achievements, wisdom. Don't forget that.

• 13:05Speaker 03

  It's about leveraging those assets effectively.

• 13:07Speaker 04

  Yes. Careers are cyclical. This isn't starting from scratch. Tap into that network you've built over years. Understand your unique strengths and how they apply now.

• 13:17Speaker 03

  Acknowledge the market is different, but you have what it takes.

• 13:20Speaker 04

  Absolutely. Often the barriers are technical. The resume, the LinkedIn profile, the interview technique or tactical, like not targeting the right sectors or roles or not networking effectively. These are fixable issues.

• 13:36Speaker 03

  And perhaps challenge some internal mindset gremlins. Thoughts of retirement, self doubt.

• 13:41Speaker 04

  Definitely. Sometimes those feelings creep in, making you think maybe it is time to step back. But often that's driven by the job search frustration, not the reality of your capability or desire to contribute.

• 13:51Speaker 03

  So the final thought is really practical. Focus on the fixable, technical stuff and get out there and actively engage your network.

• 13:57Speaker 04

  That's the core of it. Take control of what you can control, leverage your strengths and tackle this market strategically.

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• 14:32Speaker 01

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• 14:44Speaker 02

  Pricing participation may vary. Promotion pricing may be lower than meal pricing.