In the TV show Younger, Liza Miller, at 40, is frustrated with her job search. When she pretends to be 26, however, she quickly snags a job as an assistant in a publishing house. The fictional series reflects a real-world problem: In a MyPerfectResume poll of more than 1,000 American workers over the age of 40, an overwhelming 92% said they have at some point “felt pressure to conceal their age or downplay their experience to avoid negative perceptions.” Mike Caldwell, executive director of TCU’s Center for Career & Professional Development, shared insights and strategies for such job candidates.

How can experienced job seekers edit their résumés to highlight strengths and minimize bias?

An employer doesn’t necessarily need to know your last 20, 25 years of career experience. Focus on the last 10 years — on the most recent, most relevant positions that you’ve had. In your education section, you don’t have to put in the dates of your graduation.

If you’ve taken an online course, something that demonstrates that you’re keeping your skills up to date, that can be helpful. If there are any skills that you’ve listed that are not current or technologies that don’t exist anymore, leave those off. On your résumé, you don’t need to put your physical address or “references upon request.”

Sometimes it can be as simple as updating your email address: An AOL email address automatically signifies an older candidate. Get a Gmail address, a personal domain or use your school email.

Are there skills that older applicants should emphasize to show that they’re staying current? 

Look at the job postings that are out there. What software are they using? What skills are they looking for? Some things are going to be evergreen: People skills, communication, teamwork — those things are constant. But are there particular things in the job description that you’re not familiar with? Is there a course on Coursera or another platform? You can go and learn a little bit more about that system, and then you can feel confident applying.

“Don’t undersell your strengths.”
Mike Caldwell

Has artificial intelligence enabled ageism in the job market?

Likely so. A lot of recruiters will say that it does not necessarily knock people out, unless it’s a screening question that says someone doesn’t have experience. But I do think it’s a concern going forward in the next few years.

Any candidate can use AI to their advantage: Go to the AI platform, put the job description in, put your résumé in and then ask AI, “Does this résumé match with this job description? Are there things that I’m missing?” You’re prescreening yourself by doing that, and you can then use that knowledge to tailor your résumé.

There are a lot of systems I hear about from recruiters: You can use an AI bot that will go out and apply for you. Don’t use those — use AI to make your personal application better, to refine what you’re doing.

What interview advice do you have?

We have a practice interview system, Big Interview, that can be helpful; TCU students and alumni can use it. Basically, a little interviewer pops up on the screen, asks you a question and then you record your response. I would recommend that alumni practice interviewing through Big Interview or other virtual interviewing systems, because if you haven’t interviewed in five years, you might not be comfortable doing a Zoom interview.

Focus on the positive. Focusing too much on the perception that you are at a disadvantage somehow can come across in the interview process. Don’t undersell your strengths: Focus on what you are knowledgeable about, the depth of experience that you have and what you bring to the table for an employer.

— As told to Laura Samuel Meyn

Editor’s Note: The questions and answers have been edited for length and clarity.