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One of the foremost issues confronting older job seekers is age bias. Employers often make sweeping assumptions about older workers, perceiving them as out of touch with the latest industry trends or incapable of adapting to new technologies. These biases manifest in various ways, from the assumption that skills may have deteriorated to the belief that older workers cannot keep pace with younger, tech-savvy candidates.
When companies prioritize quarterly earnings and profitability, the risk of layoffs disproportionately affects those later in their careers. Once faced with a layoff, older individuals often grapple with the harsh reality of limited options, especially with the rise of AI and the automated recruitment processes that can inadvertently amplify age discrimination.