As a recruiter, I’ve worked with many hiring managers over the years, each with their own set of preferences and biases—whether they admit to them or not. I remember one particular instance when I had to advocate for an older candidate, and it turned out to be one of the most rewarding experiences of my career.
A few years ago, I was helping a client fill a key operations role at their rapidly growing company. We had several qualified candidates lined up, but one in particular stood out to me: Marie, a seasoned professional in her late fifties. She had years of experience in the industry, a wealth of knowledge, and an excellent track record. However, when I presented her résumé to the hiring manager, I could sense hesitation. “She seems great on paper,” he said, “but I’m concerned about her ability to keep up with the fast pace of our team.”
I knew where he was coming from—it’s an unspoken bias that many have about older candidates. But I also knew that Marie had something special that went beyond her qualifications. She had the kind of wisdom, resilience, and work ethic that only come with experience. So, I pushed back. I asked the hiring manager to bring her in for an interview, just to see how she fit.
Reluctantly, he agreed. When the interview was over, he couldn’t stop talking about her. Marie not only demonstrated a deep understanding of the role, but she also had innovative ideas for improving processes that the younger candidates hadn’t even considered. She came across as confident, capable, and hungry for the opportunity to contribute. Long story short, they hired her.
Marie exceeded expectations from day one. She mentored the younger employees, streamlined operations, and became a key player in shaping the company’s growth. Her experience brought a sense of stability and foresight that helped the company avoid costly mistakes, and she was often the go-to person for high-pressure decisions. Looking back, I realize that hiring Marie was not only the right decision—it was the best decision.
This experience taught me a valuable lesson: age is an asset, not a liability. Here are some reasons why hiring older candidates can be a game changer for your organization.
1. Experience and Knowledge
Older candidates have spent decades honing their skills, learning from both their successes and failures. This depth of experience often means they can hit the ground running and require less training. They bring industry insights and a historical perspective that can be invaluable in solving problems or steering the company in the right direction. Their ability to see the bigger picture is often unmatched.
2. Strong Work Ethic
Many older employees grew up in a time when job stability and loyalty were highly valued. They often possess a strong sense of commitment and responsibility, and they tend to stay longer in roles once hired. While some employers worry about older candidates nearing retirement, the reality is that many are eager to continue working and make meaningful contributions for years to come.
3. Mentorship and Leadership
Older candidates are natural mentors. Their years of experience allow them to guide younger employees, helping them develop professionally and avoid pitfalls. This mentorship can be especially beneficial in teams that are predominantly younger, as it fosters growth and creates a more collaborative work environment. Additionally, older workers often bring strong leadership skills and can serve as reliable, steady leaders in times of change.
4. Adaptability
Contrary to the stereotype that older workers resist change, many have had to continuously adapt throughout their careers. Whether it’s adjusting to new technologies, evolving market demands, or changing job responsibilities, older employees have likely faced and overcome a variety of challenges. This adaptability can help organizations navigate change more effectively.
5. Reliability and Professionalism
Older candidates have learned the value of showing up and delivering results consistently. Their work history is often filled with examples of perseverance and dedication. They tend to take fewer risks with their careers, meaning they are often more reliable and less likely to job-hop. This consistency can be incredibly valuable in maintaining organizational stability.
6. Diverse Perspectives
Hiring people from diverse age groups fosters innovation. Older workers bring a different perspective to problem-solving, often based on years of practical experience. Their input can balance the fresh ideas that younger employees bring to the table, creating a well-rounded approach to business challenges.
Hiring an older candidate isn’t about taking a chance—it’s about recognizing the value they bring to the table. The wisdom, experience, and leadership qualities they offer can propel a business forward in ways that may not be immediately obvious. My experience with Marie reminded me that it’s not about how old a candidate is, but how much they can contribute. In a world that’s constantly looking for the “next big thing,” sometimes the best choice is the one with the most experience behind them.