Job Hunting in Your 60s?

Focus on Skills, Not Age & Let Your Experience Shine

It has come true, your worst nightmare.

The company where you’ve worked for the last 15 years is closing, and you’re out of a job. What is worse is that you just turned 60, and the hunt for a new job begins.

A tough situation, right? Don’t panic. Workers in their 60s are a valuable commodity to small and large companies alike.

Plus, you’re not alone. The definition of ‘older worker’ is someone who has just turned,  gasp, 40. These days, it is not uncommon to see workers 65 and up looking for jobs. The US workforce is aging, to be sure. By 2030, one in four workers will be over 55, according to Bain & Co. Because many people are living longer, trying to build their retirement savings, and fear inflation eating into their nest egg, they work later in life.

At the same time, some industries are actively seeking seasoned workers to fill persistent talent shortages, particularly in healthcare, consulting, education, and management. For senior-level roles, companies often seek candidates with 15 or more years of experience, and I regularly see these positions in the market.

Here are strategies that older workers can use to land their next job:

The Resume

No one needs a four- or five-page resume, and it’s not necessary to include details from decades ago. Delete phrases like ‘30-plus years of experience.’ While your resume may look different from someone who is 28, the key is tailoring it to the opportunity by highlighting the experience that’s most relevant. It is important to have a resume strategy to ensure you’re tailoring your resume to the job you are pursuing. When I am looking at a candidate, I look back about 15 years unless I am dealing with a job that requires 20-plus years of experience, which is less common. We know that the stigma around age is out there, but I don’t ever focus on it. I am looking for experience, a deep understanding of the job, what it takes to excel, and a desire to perform at the highest level. I know that an older candidate who gives a company five years of strong performance beats a younger candidate who might end up job-hopping after three years.

Upskilling

There is no substitute for staying current, which is why upskilling is essential for seasoned professionals. Online courses and industry-recognized certifications from platforms like Coursera, edX, and Udemy make it easier than ever to keep skills sharp. In addition, workshops and professional seminars offer hands-on learning and networking opportunities, helping you stay up to date with the latest trends and technologies in your field. Some older workers find skills assessments particularly useful for identifying gaps, which can then be addressed through targeted courses or seminars. By taking a proactive approach to learning, professionals can maintain and enhance their competitive edge in the labor market, sometimes even outpacing younger colleagues.

Networking

Networking is for everyone, young and older workers alike. While you are sending out resumes and updating your LinkedIn page, make sure you are connecting with people in the industry. I don’t think the strategy for a 60-year-old looking for a job is much different than what my strategy would be if I were in the job market. Human connection is critical, and you should take advantage of relationships you made years ago. Meet people for breakfast, lunch, dinner, or cocktails. Look for industry networking opportunities. Keep at it so people know you are serious.

Mentorship

Mentorship is a powerful way for experienced professionals to make a real difference. With many companies lacking the resources for thorough on-the-job training, seasoned workers can help fill the gap by guiding younger employees, sharing practical knowledge, and teaching the fundamentals of the role. By providing hands-on insights and professional wisdom, they not only help develop the next generation of talent but also reinforce the importance of skills that AI and technology alone can’t replace. Business Insider even highlighted this need in a story titled, “The Sad Decline of On-the-Job Training.”

“In many pockets of corporate America, on-the-job training mostly amounts to ‘figure it out,’ ” according to the Business Insider piece. “Workers are struggling to get a handle on their jobs, and this failure falls on everyone — companies, managers, human-resources departments, and, in some cases, the workers themselves.”

Business Insider also highlighted a survey from the software company Adobe, which reported that 83% of Gen Z respondents said “having a mentor at work was crucial to their career, but only half said they had a mentor.”

An older worker can be part of the solution by mentoring younger employees. Bringing someone in out of college and getting them up to speed in the first year is a steep task, but it can be accomplished successfully with a seasoned pro.

If you’re in your 60s and job hunting, don’t let age define you; let your experience shine. Seasoned professionals offer decades of know-how, from leading teams and handling crises to mentoring younger colleagues on essential soft skills. They’re often more stable in their roles, reducing turnover, and they bring a mature network of industry contacts that can drive business growth and collaboration.

Remember, age is just a number.

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[Editors’ Note: To learn more about this and related topics, you may want to attend the following on-demand webinars (which you can view at your leisure, and each includes a comprehensive customer PowerPoint about the topic):

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This article was originally published on December 1, 2025.]

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