How do you encourage a peer who hasn’t been able to land a job due to ageism?

If you are business-oriented, consider starting a side hustle while searching for a job. Plan ahead while strategizing and executing with the sequence.

I’d offer practical support, like reviewing their resume or helping with interview preparation so they feel supported and not alone in the process.

Stability comes from the experience you gain at home and at your job. With that comes insight and the ability to think and act thoughtfully, making solid decisions based on solid information. Experience does not get older and less valuable; it grows. I tell my fellow workers that while your age may be just a number, your experience typically equals good judgment, resilience, and long-term contribution to your company.

If someone has a clear way of demonstrating how they have made a difference by sharing tangible examples, there will likely be opportunities that are a fit for that person - even if it takes some time. I encourage those individuals to remain confident, continue to learn, and to always look at things positively. If you have been successful repeatedly in the past, you would have no reason to think that you cannot be successful again in the future.

Experience brings a level of stability, mentorship, and resilience that cannot be taught overnight. Shift your focus away from standard applications and lean heavily into your network, positioning yourself as a subject matter expert where your depth is viewed as a premium asset rather than a cost. Your track record is proof of your value; stay confident that the right organization is looking for the wisdom you offer, not just a lower price tag. This is how I will encourage a peer.

First, I focus on active listening. I listen intently for emotional cues and for what they know to be true about their situation. I take notes and read them back to ensure they feel truly heard. I also provide these notes to them after the call to serve as a "listening post" they can return to. I do this because ageism (and the feelings of unworthiness it brings) can be overwhelming, and I treat every interaction with care, knowing you never truly know how close someone is to their breaking point.

This isn't just courtesy; it is a proven practice. I adopted this method through my involvement with Never Search Alone (NSA) and my weekly Job Search Council (JSC).

When they are ready for input, I shift to guidance:

🔍 Clarify: I encourage them to join a JSC/NSA group to help distinguish if they are looking for another traditional job or if they have a hunger for the independence of consulting.

👊 Advocate: I ask if they would like me to promote them to my network. If so, I ask for a short summary of their expertise or what they are looking for.

📣 Amplify: I offer to feature a blurb about them in my weekly email newsletter "#OpenToWork" section, which also lives permanently in my website archive.

🎉 Calibrate: I offer to shift them from "#OpenToWork" to "Alumni" in both the email newsletter and on my website archive so that they know I am thinking about them each week and checking in on them to get progress on any LinkedIn updates, messages, emails, phone calls, or texts saying "good news!".