13 Reasons Companies Don’t Like Hiring Gen Xers
Generation X, often referred to as the “forgotten generation,” sits between the more talked-about Baby Boomers and Millennials. Born roughly between 1965 and 1980, Gen Xers have extensive experience, a strong work ethic, and a deep understanding of the professional world.
Yet, despite these qualities, many companies hesitate to hire them. If you’re part of Gen X and wondering why it’s so hard to land a new job, consider these obstacles and a few simple ways to overcome them.
1. Perceived Overqualification
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Companies often see Gen Xers as overqualified for many positions, leading to concerns about job dissatisfaction and higher turnover rates. Employers worry that Gen X candidates, with their extensive experience, might not be content with the roles they’re applying for, leading them to leave as soon as a better opportunity arises.
Tailor your resume and cover letter to emphasize your interest in the specific role rather than focusing solely on your past titles. Clearly articulate why you’re excited about the position, how it aligns with your current career goals, and your commitment to growing with the company. Reassure employers that you’re seeking a role where you can make a meaningful contribution rather than just another rung on the career ladder.
2. Higher Salary Expectations
With decades of experience under their belts, Gen Xers typically expect higher salaries than younger candidates. This can make them less attractive to companies looking to cut costs, especially when less experienced workers are willing to accept lower pay.
Be open to negotiation and flexible with compensation packages. Emphasize the value you bring to the table, such as reduced training time, proven expertise, and your ability to hit the ground running. Consider negotiating for benefits that matter to you, like flexible hours or additional vacation time, which can offset a slightly lower salary.
3. Resistance to Change
Gen Xers, having spent years in the workforce, may be perceived as resistant to new ways of working, particularly in industries that are rapidly evolving. Companies might worry that they will struggle to adapt to new technologies or innovative business practices, preferring to hire younger employees who are seen as more flexible.
Demonstrate your adaptability by highlighting your experience with recent technologies, new methodologies, or industry trends. If possible, share examples of times you’ve successfully adapted to changes in your previous roles. Show enthusiasm for continued learning and express your willingness to undergo any necessary training to stay current.
4. Potential for Health Issues
As Gen Xers age, employers might be concerned about potential health issues and the associated costs. The prospect of increased healthcare expenses and more frequent absences can make hiring Gen Xers seem like a higher-risk option compared to younger candidates.
Highlight your consistent work history, especially in terms of reliability and low absenteeism. If you’re in good health, subtly mention your active lifestyle or participation in wellness programs. Additionally, emphasize your work ethic and commitment to maintaining a strong work-life balance, which can help alleviate concerns about potential health-related absences.
5. Perceived Lack of Technological Savvy
Despite many Gen Xers being tech-savvy, there’s a stereotype that they are less proficient with modern technologies compared to Millennials or Gen Z. This perception can lead employers to favor younger candidates who are presumed to be more comfortable with the latest tools and platforms.
Make sure your resume and LinkedIn profile reflect your proficiency with relevant technologies. Mention any recent training, certifications, or projects that involved new tools or software. If applicable, provide examples of how you’ve implemented technology solutions in your previous roles to improve efficiency or drive innovation.
6. Concern Over Retirement Plans
Some companies might hesitate to hire Gen Xers because they fear these employees are close to retirement. This can create concerns about long-term employment and the need for succession planning shortly after hiring.
Address this concern directly by discussing your long-term career plans during the interview. Emphasize your desire for stability and commitment to the role. If you’re planning to work for many more years, make that clear to potential employers to dispel any concerns about imminent retirement.
7. Cultural Fit
Corporate culture is increasingly focused on inclusivity, innovation, and collaboration. Gen Xers, who grew up in a more hierarchical work environment, may be viewed as less adaptable to these cultural shifts, leading employers to question whether they would fit in with younger, more dynamic teams.
Demonstrate your ability to work well with diverse teams by sharing examples from your career where you’ve collaborated across generations and backgrounds. Highlight your openness to new ideas and your experience in mentoring or learning from colleagues of all ages. Show that you value and contribute to a positive, inclusive workplace culture.
8. Stigma of Being “Set in Their Ways”
There’s a perception that Gen Xers are set in their ways, with established habits and preferences that may not align with a company’s current direction. This stereotype can lead to concerns about their ability to embrace new methods or contribute to a company’s evolving vision.
Combat this stereotype by showcasing your flexibility and willingness to embrace change. Highlight any recent projects where you’ve successfully adopted new processes or shifted your approach. Express your enthusiasm for continuous learning and how you’ve adapted to changes in the industry over time.
9. Misconception of Lacking Ambition
Gen Xers are sometimes mistakenly viewed as less ambitious than their younger counterparts. This misconception can make employers worry that they won’t be as driven to succeed or take on challenging roles, leading them to prefer candidates who seem more eager to climb the corporate ladder.
Clearly communicate your career goals and aspirations during the interview process. If you’re passionate about advancing within the company, make that known. Provide examples of your achievements and how you’ve continued to set and reach goals throughout your career, demonstrating your ongoing ambition and drive.
10. Family Responsibilities
Gen Xers are often in the midst of balancing career with significant family responsibilities, such as caring for aging parents or supporting college-aged children. Employers might fear that these obligations could lead to decreased work flexibility or increased absenteeism.
Reassure employers of your ability to manage work-life balance effectively. Highlight your history of reliability and commitment to your job, even while managing family responsibilities. If applicable, mention any arrangements you’ve successfully made in the past, such as flexible working hours, that allowed you to meet both professional and personal commitments.
11. Preference for Stability Over Change
While younger generations are often seen as job-hoppers, Gen Xers are known for valuing stability. However, in a fast-paced business environment, this preference might be seen as a drawback, with employers preferring candidates who are more open to frequent changes and new challenges.
Emphasize your ability to adapt within a stable framework. Highlight any instances where you’ve successfully navigated changes within a long-term role. Show that you can bring both stability and adaptability to the table, balancing the need for consistency with a willingness to embrace necessary changes.
12. Limited Networking in Modern Platforms
Gen Xers may not be as active on modern networking platforms like LinkedIn or Twitter compared to younger generations. This can make them less visible to recruiters who rely heavily on these tools, leading to fewer job opportunities.
Boost your online presence by actively engaging on professional networking platforms. Update your LinkedIn profile regularly and participate in industry-related discussions or groups. Consider writing articles or sharing insights on topics you’re passionate about to increase your visibility and showcase your expertise.
13. Bias Towards Youth
Ageism is a real issue in the job market, and unfortunately, Gen Xers often fall victim to it. Companies might have a bias toward hiring younger employees, believing they bring more energy, fresh ideas, and a longer potential career span, leading to an unfair disadvantage for Gen X candidates.
Address ageism by highlighting the unique strengths you bring to the table, such as experience, reliability, and a strong work ethic. Frame your experience as an asset that complements the fresh ideas of younger colleagues. Consider mentoring younger employees as a way to bridge the gap between generations and demonstrate your commitment to fostering a dynamic, collaborative work environment.
