Tech companies are battling for talent. With innovation accelerating and AI reshaping roles across every function, demand for skilled professionals has never been higher. But while employers scramble to fill roles, they may be overlooking a critical solution in plain sight: older workers.
Amid rising living costs and economic uncertainty, many professionals are extending their careers beyond the traditional retirement age. In fact, nearly a quarter (23%) of applicants last year were aged 45 and up. Yet unlike their younger counterparts, older job seekers are not showing up—or being sought out—for tech careers at the same rate.
According to the iCIMS Insights March 2025 Workforce Report, tech jobs remain highly sought after, with applications growing 28% in the last year. However, older workers are not seizing tech opportunities at the same rate as younger talent, often due to perceived barriers, such as ageism and AI-related skills gaps, and hiring and employee experience strategies that don’t cater to their needs. Job seekers aged 55 and older made up just 5% of applicants for tech roles in February.
In today’s complex labor market, where employers are hesitant to hire and employees are staying put, attracting and retaining skilled workers has become increasingly challenging. However, by sidelining older workers, whether intentionally or not, HR leaders are missing the opportunity to tap into an experienced, deeply knowledgeable pool. According to iCIMS research, more than a third (36%) of talent acquisition professionals are not actively recruiting employees over 55.
To bridge the tech age gap and unlock the full potential of older workers in tech, there are several key strategies HR leaders must consider.
Incorporate Age-Inclusive Tech Hiring Practices
According to AARP research, almost three quarters (74%) of older professionals believe their age could be a barrier to getting hired, especially as AI continues to disrupt the workplace. This concern is shared by HR leaders, with iCIMS research indicating that more than quarter (26%) of talent acquisition professionals are concerned about ageism impacting the hiring process.
Getting multigenerational hiring right is no easy feat. With today’s workforce spanning six generations, HR leaders are being challenged with adapting their recruitment strategies to effectively attract and accommodate the unique needs and expectations of several age groups.
Here’s what to keep in mind: Bias can be hidden at various stages of recruitment, making it crucial to ensure fairness at every step. For instance, the language used in job descriptions could be unintentionally deterring older workers from hitting “apply.” Watch out for phrases like “digital native” or “tech savvy” that imply a preference for younger candidates and focus instead on the specific skills necessary for the position.
The same goes for application screenings and interviews. Don’t just draw the line at candidates that have evident “tech-savviness.” Instead, embrace transferable skills. Whether it’s troubleshooting a system, adapting to new software or navigating tech outages, these are skills that can easily translate to tech proficiency. Modern, AI-powered hiring technology can also help in this area by identifying and matching skills for various roles, ensuring that all candidates, regardless of age, have a fair chance to showcase their qualifications
Elevate the Employee Experience with AI Upskilling
The work doesn’t stop once older workers are in seat. Continuous support, feedback and mentorship are critical to ensuring integration into tech roles is successful and sustainable, especially as the workforce becomes increasingly AI-driven.
AI upskilling and other professional development opportunities are key motivators for attracting and retaining Gen Z talent – but what about older workers? They might have 30+ years more experience in the workforce than Gen Z employees, but they also benefit from opportunities to stay competitive in the tech job market. After all, AI is not just reshaping how we hire, but the jobs themselves. Today, more than 10% of professionals hold job titles that did not exist in 2000, and in the U.S., that number rises to 20%, per research from World Economic Forum.
The reality is, almost half (55%) of workers over 55 rarely or never touch AI tools, and as AI advances and becomes more engrained in daily workflows, more are being pushed toward retirement. HR leaders need to recognize this and evolve the employee experience to better cater to older workers. This means offering upskilling opportunities through tailored AI training, structured learning paths and encouraging knowledge-sharing between generations in the workplace.
As HR leaders, we must understand their unique needs and provide tailored support to foster growth, engagement and success at every career stage.
Rethink Benefits to Reflect Multigenerational Workforce Needs
Beyond AI upskilling opportunities, HR leaders should also reexamine their benefits to ensure they are meeting the needs of all employees. Tech companies are known for their flashy “perks culture,” with offerings like free gyms and laundry service and fine dining experiences at office cafeterias. While these are all “nice to haves,” older workers are looking for benefits packages that align with their current life stages.
Flexible work arrangements, retirement planning resources, and comprehensive health and wellness programs tend to carry more weight. As HR leaders, we must meet employees where they are, understand their unique needs and provide tailored support to foster growth, engagement, and success at every career stage.
Reimagining benefits through a multigenerational lens is more than accommodation. It’s an investment in building a loyal and engaged workforce, no matter their age.
Tech Isn’t a Young Person’s Game, If HR Leaders Play Their Cards Right
The role of older workers in the workforce will only continue to grow over the next decade, with the U.S. Bureau of Labor Statistics (BLS) showing that adults ages 65 and older will comprise 8.6% of the workforce in 2032 and account for 57% of labor force growth over that period. HR leaders cannot afford to neglect this cohort of experienced workers. By removing barriers and investing in multigenerational practices, organizations can unlock the powerful contributions of an experienced, diversified workforce, fueling fresh perspectives, accelerating progress and shaping a more dynamic future for tech.
Stephanie Sansone is the Director of Talent Acquisition at iCIMS, a leading provider of talent acquisition technology. In her role, Sansone leads the organization’s talent acquisition strategies, leveraging her extensive experience in talent management and recruitment to strategically guide organizational growth, foster leadership success and shape the employee experience.