Ask HR: Stay Competitive in the Job Market with ‘Power Skills’

SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, answers HR questions each week.

Do you have an HR or work-related question you’d like him to answer? Submit it here.

When I inquired about a new opportunity at my company, I was told that while I was qualified for the position, they were seeking someone who could grow into the role. Career discussions rarely come up in my performance reviews. As an older worker, I feel employers don’t see me as a long-term asset. Could this treatment be considered discriminatory? How can I better prepare myself to compete with younger workers? — Karla 

Your frustration with comments suggesting that you may not “grow into” a role — especially when you’re already qualified — is understandable. While the law prohibits age discrimination under the Age Discrimination in Employment Act (ADEA) for individuals 40 and older, proving bias can be challenging. While I can’t speak to the exact circumstances you’re facing, if you can document a pattern of adverse treatment based on age, you may have grounds for an age discrimination claim. An experienced employment law attorney can help you identify and compile evidence to determine whether your age is being unfairly used to evaluate your potential.

If this is the case, you can address your concerns to your company’s HR department or file a formal complaint with the Equal Employment Opportunity Commission (EEOC) or your state’s Fair Employment Practices office. It’s important to advocate for yourself while ensuring you document any questionable conversations or treatment.

Beyond legal protections, there are proactive steps you can take to strengthen your position in today’s competitive job market:

1. Emphasize your growth mindset. Employers want candidates who are adaptable and willing to learn. Consider pursuing industry certifications or online courses to demonstrate a continued commitment to staying current in your field. Highlight recent professional development efforts on your resume and in interviews.

2. Showcase your technological proficiency. One common misconception about older workers is that they struggle with new technology. Counter this bias by emphasizing your successful adoption of new tools or systems throughout your career. If you’re less familiar with current technology, explore free or affordable training resources to sharpen your skills.

3. Highlight your “power skills.” Years of experience have likely allowed you to develop invaluable skills such as leadership, problem-solving, and communication. (Many call them “soft skills,” but I prefer “power skills.”) These qualities — often harder to teach — set you apart from less-experienced candidates. Share concrete examples of how these skills have contributed to past successes.

4. Network strategically. Leverage the professional relationships you’ve built over your career. Tap into your network for leads on new opportunities and endorsements. Personal referrals can be especially impactful in combating age-related bias.

5. Frame your experience as an asset. In interviews, redirect age-related concerns by emphasizing how your experience enables you to navigate complex challenges and mentor others. Share specific stories of how your insight has led to tangible results.

6. Demonstrate flexibility. Modern workplaces value employees who are open to new ways of working — whether that means adapting to hybrid schedules, collaborating across teams, or tackling diverse projects. Make sure employers understand you’re eager and able to adjust to changing environments.

People are living longer and are more active later in life. In the coming years, workers 55 and older are projected to account for a significant portion of the workforce. Smart organizations know to leverage all their talent, valuing stability and resilience. 

However, not every organization recruits and engages older workers effectively. Consider workplace culture carefully. If you need to overcome age bias to prove your value going in, you may need to keep fighting an ongoing battle.

Any way you slice it, age discrimination is bad for business. In addition to exposing employers to legal risk, ageism limits their ability to maintain and grow their workforce, which is especially damaging in a competitive talent market. 

Ultimately, your experience is a tremendous asset. By focusing on your skills, adaptability, and value, you can reshape the narrative and demonstrate that you’re not only qualified for the job — you’re also ready to grow and contribute over the long term.