Applicants over 50 have specific strengths that are underrepresented in typical applications. Strengths that employers particularly value according to Gallup and Randstad: Low turnover (50+ change jobs less frequently -- real savings for employers), stress resilience through professional experience, network and industry knowledge, reliability. Strategic positioning: Shorten CV to 15 years (more recent positions), extend competency evidence to include digital strengths (demonstrates willingness to learn), set salary expectations at market level (not historical). AGG Section 1: Age discrimination is illegal -- yet systematically present. Anonymous applications can reduce bias. IAB shows: Job searching takes 30-40% longer on average for 50+ compared to 35-45-year-olds -- plan for 6-12 months of financial reserves. Caveat: In skills shortage sectors (IT, healthcare, trades), this discrimination is less pronounced.
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