The Age Barrier: A Struggle for Workers Over 30 in the Job Market
Thu Thao’s Tears After Another Rejection
Stepping out of the interview room, Thu Thao’s tears began to flow. This was the fifth time in just two weeks that she had been subtly rejected by a recruiter due to her “age” and “having young children.”
Just over 10 minutes earlier, during the interview, she had been asked repeatedly: “Are you 35 years old?”, “Are you married?”, “Your child is only one year old, right?”
“I’ve heard these questions so often that I could answer them by heart,” Thu Thao, a resident of Ho Chi Minh City, recalls her mid-March interview.
Despite being an experienced professional in the communications and marketing field, Thu Thao found herself excluded from the recruitment process simply because of her “age.” She has been job hunting for two months, sending over 30 applications, attending five interviews, but all ended in polite rejections.
“Does this mean that people just over 30 are already being pushed out of the job market?” wonders the mother of two.
Stories like Thu Thao’s are not rare. Recently, hundreds of posts on social media have lamented the struggles of those over 30 trying to find jobs. In the past, age discrimination was mostly directed at workers over 40, but now, even people over 30 are facing prejudice.
Age Bias on the Rise
For example, in mid-March 2025, a post by a well-known entrepreneur in the startup field sparked thousands of discussions. He shared that he had rejected an applicant born in 1990, even though their CV was impressive. His reasons included: “Slow, hard to adapt, lacks enthusiasm, not familiar with AI, not active on social media, and struggles with online communication.”
“In the end, the real dealbreaker for this applicant was that they had a family,” he said.
Earlier, a business consultant’s statement that “if you’re still sending out CVs after 35, it’s a failure” also caused public uproar. According to this perspective, workers over 30 should already have achieved significant success and be headhunted, rather than looking for jobs in the traditional way.
Both individuals later apologized, but the age bias against workers over 30 continues to persist.
Older Workers Struggle to Find Jobs
In 2025, the labor market is witnessing a large wave of layoffs. In this environment, businesses are tightening their recruitment processes, making it even harder for those over 30 to find work.
Mr. Bui Doan Chung, Director of Vietnam Human Resources, believes that age discrimination in recruitment stems largely from concerns about personnel costs. Candidates over 30 tend to demand higher salaries, making employers hesitant.
Additionally, there is a perception that older workers prefer stability and are less flexible. Startups or fast-paced work environments favor younger employees who are easier to adapt. Some employers worry that older applicants have fixed mindsets, struggle to learn new ways of working, and may not be able to travel for work due to family obligations.
“I see that most employees over 30 have a certain fear,” said Mr. Tran Vu Thanh, co-founder of Better You, a company specializing in HR training and consulting.
These workers fear competing with younger generations, worry about falling behind in technology, and may be unsure of their ability to adapt to new job markets. Having spent 8-10 years in a job, they have never had to look for a new position, which only increases their anxiety.
However, Ms. Dam Thi Thu Trang, CEO of TalentsAll, a company specializing in recruiting senior talent for FDI companies, asserts that age does not determine competence. In many industries, experience is the key factor.
For instance, she mentioned a recent recruitment for a major U.S. telecommunications company in Vietnam, which required candidates to have 8-15 years of experience—meaning those over 30, even over 40, had a clear advantage. In industries like construction, which require practical knowledge and project management skills, most key personnel remain from the 80s and 90s generations.
“The spread of harmful messages like ‘over 30 is outdated’ or ‘if you’re still job hunting at 35, you’re a failure’ creates unnecessary anxiety,” said Ms. Trang.
How to Stay Competitive in the Job Market
Despite these challenges, experts recommend that workers over 30 immediately enhance their skills and knowledge.
According to a 2025 survey by experts, businesses value six key skills: problem-solving (73%), effective communication (63%), foreign languages (53%), analytical thinking (52%), collaboration (51%), and adaptability (43%).
However, simply possessing these skills is not enough; how candidates demonstrate them is crucial. Mr. Bui Doan Chung, who has interviewed thousands of candidates over 30, advises job seekers to ask themselves three important questions before going to an interview.
1. What do you really want in the next 3-5 years?
The biggest mistake many candidates make is not lacking capability, but lacking a clear career direction.
“Stability, a high salary,” is the most common answer Mr. Chung hears. However, employers need more: Do you want career progression? What new skills do you want to acquire? What kind of work environment suits you?
2. What are your true strengths?
At over 30, if you only mention your experience without demonstrating your value, you will lose your competitive edge. “List your top 5 skills, such as critical thinking, team leadership, and creativity. And most importantly, don’t just talk about them—prove them with data and real-life examples,” said Mr. Chung.
3. Are you willing to change and adapt?
The labor market is constantly evolving. AI, automation, and digital transformation are replacing many positions. If you don’t update your skills, you will fall behind. Now is the time to learn new skills such as Data Analytics, AI, Digital Marketing, or challenge yourself in a new role within your industry.
“Change is not easy, but if you don’t evolve, the labor market won’t wait for you,” Mr. Chung emphasized.
Building a Growth Mindset
Mr. Tran Vu Thanh also stressed that to thrive in today’s labor market, workers over 30 need a growth mindset—believing that skills and abilities can improve through learning and practice. At the very least, they should dedicate 2-3 hours each week to upskilling.
Additionally, personal branding on platforms like LinkedIn, Facebook, and TikTok, as well as offline networking through writing articles, attending seminars, or webinars, can help expand one’s professional network and visibility.
Being proactive in seeking new opportunities or side jobs is also recommended. When feeling stressed, consulting with a career coach can help ease the process.
“Companies don’t reject you because of your age; they reject you because you haven’t proven your value,” Mr. Thanh concluded. “If you want a higher salary, keep updating your skills.”
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TalentsAll is an HR consulting firm based in Vietnam, specializing in helping global companies hire, develop, and manage top talent in Vietnam. We offer tailored HR solutions, including headhunting, recruitment marketing, HR consulting, and training. Whether you’re looking to expand your team or optimize workforce development, we’re here to empower your organization to succeed in Vietnam’s dynamic market.
Ready to build your team in Vietnam? Contact us today and let’s unlock the potential of Vietnam’s top talent together! Email: trang@talentsall.com.vn
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