It’s not you. It’s THEM.

Right now, countless jobseekers age 50 and older are wondering why, given their skills, experience, and accomplishments, they have yet to hear the words, “You’re hired!” from any of the dozens of prospective employers they’ve submitted their resumes to over the past several months (if not years).

Many are frustrated. Angry. Demoralized. And discouraged.

Well, I’m here today to declare, “I see you. I hear you. I AM you.”

Each time I received the dreaded, “We’ve decided to go in a different direction,” email, I asked myself, “What more could I have done?” “What should I have done differently?” Or, “Where did I go wrong?”

Today, having given up my search many moons ago, a thought occurred to me that hadn’t before:

It’s not us. It’s THEM.

Early in our careers, it might’ve been true that we didn’t have the right skills, knowledge, experience, or list of accomplishments. Perhaps our salary aspirations were too high. Maybe we did come across as arrogant, domineering, or “too much” in other ways.

But that’s not the case today.

We know who we are—and what we can do. We’ve proven ourselves time and time and time again. And as is the case with workers of all ages these days, flexibility of time and place are higher priorities for us than compensation, benefits, or bonuses.

Despite sharing with employers the array of facts, figures, and other data that support the idea that intergenerational workforces are more creative, more productive, and more profitable, it appears that corporate hiring managers still don’t seem to grasp the benefits of hiring older workers.

Why?

I think they’re AFRAID.

That’s right. AFRAID.

Afraid of shifting the power dynamic. Afraid of not being the smartest person in the room. Afraid of ceding what they consider to be “their” territory. Afraid of being judged as “less than.”

A former boss once told me his hiring strategy was to surround himself with people smarter than he was—including people who could replace him someday.

It was a smart strategy then—and it’s a smart strategy now.

To me, a good hire is someone who offers something that no one else can. Someone who has considerable knowledge in some areas—and has the capacity to learn and acquire new skills. Someone who strengthens not only the team, but also the team’s output, end product, and return on investment.

NO MATTER THEIR AGE.

Fortunately, one of the gifts of older age is RESILIENCE.

An ability to adapt in times of adversity. To control what we can control about a given situation. To pivot, focus on our strengths, reconnect with ourselves and others, and to forge ahead.

If ever there was a time to exercise those resiliency muscles, it’s NOW.

So as the job market continues to tighten—and many employers continue to ignore the benefits of hiring older workers—remember:

You know who you are. You know what you can do. You have what it takes. You are NOT alone.

And it’s not you. It’s THEM.