There is a long-standing misconception that older workers are less tech-savvy, especially when it comes to adapting to new technologies like AI. This stereotype is particularly prevalent in industries like tech and advertising, where younger executives may assume that older professionals lack the agility to keep up with the rapid pace of digital transformation. But a recent study revealed that over half of workers aged 55 and older actually want more AI training, challenging the notion that older workers are inherently behind the curve.
We have a Perception Problem
While ageism has been a persistent issue in the workforce, it is especially pronounced in industries like advertising. This of course is nothing new – having spent many years working in advertising agencies, I can confidently say that ageism existed long before AI became a buzzword. In fact, the industry has long grappled with the notion that youth equals innovation and creativity. But, as recent layoffs and mergers become more commonplace, this bias seems to be exacerbated.
What many fail to realize is that this assumption about older workers and their ability to embrace new technology isn’t always accurate. The problem isn’t a lack of adaptability but rather a failure to recognize the capabilities and potential of seasoned professionals.
The Importance of Willingness to Learn
One of the most important qualities I look for in candidates is a willingness and capability to learn. Whether it’s adopting new software, exploring emerging trends, or embracing new ways of thinking, the willingness to learn has become a key differentiator in candidate profiles.
In a world where information is just a click away, the barriers to upskilling have never been lower. The differentiator is often the desire and willingness to learn. I once had a candidate say “I don’t need to learn that, I will just hire someone”. And sure, you always should hire for skills you don’t have but need. But it was the “way” she said it that stood out. It was clear this wasn’t limited to this one tech tool.
AI and Upskilling
AI is one of the most transformative technologies of our time. But, many older workers and jobseekers are still battling the stereotype that they are not adept at using AI tools. This misconception is not only harmful but also counterproductive. Many older workers are eager to learn and grow, especially when given the right tools and support.
Why is there such a persistent belief that older professionals are resistant to change? The truth is, the issue lies more in the assumptions others make about their ability to adapt rather than a genuine lack of interest in learning.
Practical Steps for Job Seekers to Highlight Their Ability to Learn
As a job seeker, you can demonstrate your capability and willingness to learn without sounding inauthentic. That’s the key. Simply saying you are taking classes or read a lot doesn’t always convey the message you want.
1. Provide Examples of Self-Teaching
Hiring managers want to see candidates who stay up-to-date with trends and are proactive in their professional development. Share concrete examples of how you’ve taught yourself new skills. Have you taken an online course on AI or digital marketing? Have you participated in webinars or read industry blogs? Showcasing these efforts demonstrates that you’re not just relying on formal education but are actively expanding your knowledge base.
2. Embrace Emerging Technology
Technology is continuously evolving, and industries that rely on it need employees who can keep pace. Employers want candidates who embrace new technologies, especially those with a direct impact on their industry. Make sure to highlight any experience or knowledge you’ve gained regarding emerging tools, like AI software, machine learning, or automation tools. This not only demonstrates your willingness to learn but also shows that you’re aware of how these technologies are shaping your industry.
3. Share How Your Ideas Have Impacted the Bottom Line
It’s not just about showing your ability to learn; it’s also about demonstrating how learning has helped your work. For example, have you implemented new software or processes that improved efficiency or profitability? Employers appreciate candidates who can connect learning to tangible business outcomes. If you’ve used new technologies or strategies to improve performance in the past, be sure to quantify and share those successes.
4. Be Curious and Ask Questions During the Interview
Curiosity is an essential trait that reflects a person’s willingness to learn. In interviews, ask thoughtful questions about the company’s approach to technology, learning, and development. This will not only show that you’re engaged but will also signal your desire to grow within the organization.
As a job seeker, it’s crucial to highlight your willingness and capability to learn—whether that’s through online courses, self-teaching, or embracing emerging technologies. In doing so, you’ll not only prove your value to potential employers but also invest in your own personal growth.
Michelle Holahan is VP, Head of Employer Brand. She specializes in digital marketing, media and analytics recruiting for CPG, eCommerce and retailers. She serves as a consultant to employers in understanding the nuances of the market and how employer brand and processes impact talent attraction and retention.