Are Older Workers Being Left Behind in Today’s Hiring Market?

A growing number of experienced workers are quietly rewriting their CVs, not to exaggerate their achievements, but to hide them.

New data from Employment Hero suggests that so-called “CV Botoxing” is on the rise, as older candidates remove dates, senior roles and years of experience to avoid age-related bias in hiring.

It is a striking signal of a deeper issue. The labour market may be evolving, but not everyone is moving forward with it.

A widening gap in employment outcomes

According to Employment Hero’s February Jobs Report, employment among over-55s at UK SMEs fell by -5.8% year-on-year, even as overall employment rose.

While hiring activity increased month-on-month, older workers saw only marginal gains. The result is a widening gap that suggests the market is becoming more selective and potentially less accessible for later-career talent.

At the same time, confidence among this group is low.

Nearly six in ten over-55s say they are not confident they could find a new job within three months if made redundant. They are also 25% less likely to feel confident adapting to new technologies compared to younger workers.

This combination of declining opportunity and reduced confidence is creating a difficult cycle to break.

The rise of “CV Botoxing”

The concept of “CV Botoxing” may sound light-hearted, but it reflects a serious shift in candidate behaviour.

Older applicants are actively editing out elements of their experience to appear younger or more aligned with perceived employer expectations. This includes removing early career history, downplaying seniority or omitting dates altogether.

As Danniella Angel explains:
“When people feel like they need to strip years off their CV just to get a foot in the door, it’s usually a sign something in the hiring process isn’t quite working.”

For many candidates, this is not about vanity. It is about access.

If experienced professionals believe their age is working against them before they even reach interview stage, the system itself becomes a barrier.

A more selective, more complex labour market

The data also highlights a broader structural shift.

While employment for older workers is declining, wages are continuing to rise. This suggests the market is not simply slowing down, but becoming more selective.

For some older professionals, returning to work may only feel worthwhile if the role matches their experience and compensation expectations. For others, the idea of taking a significant pay cut is not viable, particularly later in their careers.

At the same time, hiring processes themselves may be discouraging movement.

61% of UK workers say recruitment experiences have made them think twice about looking for a new role altogether. For older workers, this friction is likely amplified if they already feel at a disadvantage.

A technology confidence gap is widening

One of the most significant challenges facing older workers is the perception, and sometimes the reality, of a technology gap.

Being 25% less confident in adapting to new technologies does not necessarily mean a lack of capability. But it does affect how candidates present themselves and how employers assess them.

In a labour market increasingly shaped by AI, automation and digital tools, signals of adaptability are becoming as important as experience.

This creates a tension.

Employers value experience, but often prioritise perceived agility. Older workers bring deep expertise, but may feel pressure to prove they can keep pace with technological change.

Lessons for HR: designing fairer, more inclusive hiring systems

Rather than placing the burden on candidates to adapt, HR leaders should look closely at how hiring processes can be improved.

Shift to skills-based hiring
Focusing on capabilities rather than career timelines helps reduce bias linked to age or length of experience.

Review screening and shortlisting criteria
Ensure early-stage filters are not unintentionally excluding candidates based on signals such as career length, formatting or perceived overqualification.

Normalise non-linear career paths
Later-career moves, portfolio careers and transitions should be recognised as strengths, not red flags.

Support lifelong learning visibly
Encouraging and showcasing continuous learning, including digital upskilling, helps shift the narrative around adaptability.

Train hiring managers on age inclusion
Bias is often subtle rather than explicit. Awareness and structured decision-making can reduce its impact.

A workforce challenge hiding in plain sight

The UK workforce is ageing, not shrinking. Yet hiring systems are not always keeping pace with that reality.

Older workers are not stepping back voluntarily. Many are adapting their behaviour to remain competitive in a system that may not fully value their experience.

“CV Botoxing” is a workaround. But it should not be necessary.

For HR leaders should aim to build hiring systems that recognise potential, value experience and create fair access for talent at every stage of their career. In a market defined by skills shortages and demographic change, overlooking experienced workers is not just an inclusion issue. It is a strategic risk.

HRD Connect Curators of the New Business Landscape. HRD Connect produces industry-recognized content for senior HR leaders. Through articles, case studies, Q&As, podcasts, events, and more, we offer truly progressive and cutting-edge insights designed to help people leaders address core HR challenges and add greater value to their business.

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