Looking for a new job mid-career can be a soul-destroying experience. You have got decades of experience, a sprawling network of contacts and you are highly skilled in your field – in theory, you should be a recruiter’s dream.
But middle-aged candidates are being left crushed on a daily basis as they are repeatedly rejected for roles they are more than qualified to fill.
High-fliers who haven’t needed to sell themselves for decades but find themselves out of work are floundering in today’s jobs market, one recruiter tells us.
So why is it so many are being turned down for roles they should be able to walk straight into?
Recruiter Daniella Angel, of Employment Hero, tells us rejection is rarely about lack of ability or experience.
The simpler reason is that companies are looking for specific character traits, she says.
Angel says: ‘Many businesses are looking for people who feel highly adaptable, coachable and able to move at pace. There’s often an assumption that candidates earlier in their careers are more “mouldable” or have greater salary flexibility.
‘Those traits are not age-specific. I regularly see mid-life candidates who bring huge energy, resilience and agility. Where people can sometimes come unstuck is in how they present their experience.’
The jobs market is tricky for all ages, but mid-life jobseekers have particular stresses as they are more likely to have a family, financial responsibilities and a professional identity to uphold
She adds: ‘Candidates with long tenures or very broad experience sometimes struggle to clearly highlight the most relevant parts of their background in interviews. Employers want to understand not just what someone has done, but what they can bring now and what the business can learn from them.
‘The most successful mid-life candidates are those who can articulate their impact, show adaptability and demonstrate that their experience adds value rather than complexity.’
The most successful mid-life candidates are those who can articulate their impact, show adaptability and demonstrate that their experience adds value rather than complexity
This may sound obvious, but when you have a wealth of experience, it can be hard to pinpoint the right strengths. Often, it isn’t as simple as performing well in interviews.
Competition for roles is extreme. Employment Hero data shows that people over 55 are the least certain about finding a new role quickly.
‘I speak to people regularly who describe feeling knocked in confidence, frustrated by rejection or overwhelmed by the volume of competition,’ Angel says.
The jobs market is tricky for all ages, but mid-life jobseekers have particular stresses as they are more likely to have a family to provide for, financial responsibilities and a professional identity to uphold.
‘That makes rejection feel more personal, even when it’s not,’ Angel says. ‘The emotional stakes are often higher.’
Employers now have access to a much wider pool of candidates through online jobs platforms and social media. She says: ‘That means competition is higher and people with a strong digital or personal brand can stand out more quickly. This shift doesn’t disadvantage mid-life candidates inherently, but it does mean that how people position themselves and showcase their skills has become more important.’
Feelings of anger or frustration are understandable. But employers look for signals of resilience and optimism, according to Angel.
‘What employers are looking for isn’t perfection, but curiosity, openness and a willingness to learn’, advises Daniella Angel
She says: ‘Candidates who present themselves positively, with energy and self-belief, tend to perform far better. My advice is to recognise the emotional impact [of rejection] but don’t let it define how you show up. A positive, forward-looking mindset makes a tangible difference.’
Lowering your standards and applying for jobs you are overqualified for isn’t necessarily the answer. ‘For example, someone later in their career applying for a junior role may face more scrutiny,’ she says.
‘Roles in fast-moving sectors such as tech, digital, sales and marketing can also feel more challenging if candidates don’t clearly show recent, hands-on experience with modern tools and ways of working.’
Confidence with technology is crucial, she explains, particularly as more businesses become AI-first. ‘We found AI skills were cited as the most important capability by employers.
‘What employers are looking for isn’t perfection, but curiosity, openness and a willingness to learn. Candidates who can demonstrate they are actively engaging with new tools immediately stand out.’
There is an age gap when it comes to tech skills. Employment Hero’s data shows that only 13 per cent of over-55s strongly agree they feel confident adapting to new technologies, compared to 24 per cent of workers on average.
‘Candidates who talk confidently talk about how they’re using technology in their work or personal lives can position themselves extremely well.’
