From grit to resilience: Why older candidates outperform in distance traveled

When hiring managers look for new employees, they often stick to traditional metrics—where someone went to school, their job titles, or big-name references. But resumes only tell part of the story. What about the skills and qualities candidates gain by facing life’s challenges—the kind of growth that doesn’t necessarily fit neatly into bullet points?

In our research, we’ve seen something powerful: older candidates consistently outperform when it comes to distance traveled. Traits like grit, resilience, and resourcefulness—shaped by managing life experiences—can give older candidates an edge in today’s workplace. By rethinking hiring practices and recognizing these traits, we can uncover potential in candidates who are often overlooked. This article dives into what distance traveled means, the attributes that define it, and why older candidates can often bring that skill set to the workplace.

The traits of distance traveled

We define distance traveled as a measure of an individual's accomplishments and capacities that considers their starting point and trajectory of progress. It encompasses grit, resourcefulness, self-efficacy, proactivity, antifragility, and resilience. Let’s take a closer look into those traits and why older candidates often have the upper hand when it comes to them.

Grit:

Passion and perseverance for long-term goals, strengthened through overcoming obstacles. (Duckworth & Quinn, 2009).

Resourcefulness:

Creative problem-solving developed by navigating life’s challenges. (Wells & Sweeney, 1982; Zarit & Pearlin, 2018).

Self-efficacy:

Confidence in one’s ability to succeed, built through continual practice and proof of success. (Bandura, 1997).

Proactivity:

Taking initiative and pursuing goals with intention. (Lang & Carstensen, 2002).

Antifragility:

Thriving and growing stronger under adversity and chaotic conditions. (Taleb, 2012).

Resilience:

Bouncing back from setbacks with emotional and mental strength. (Gooding et al., 2012). For example, think of a journalist who worked in publishing before the digital era. They not only possess the writing skills necessary for the job, but they also have the experience of having to shift to a more online audience. Grit kept them pushing through social media trends, their resourcefulness helped them pivot to new platforms, and their self-efficacy gave them the confidence to stay ahead of the curve. CLARA wants to bring candidates like these into the limelight. Recognizing and valuing distance traveled isn’t just equitable—it’s a smart investment in building stronger, more dynamic teams.

Why this matters for hiring

Fertility rates are falling, life expectancy is rising, and the traditional working-age population (15–64) is shrinking. According to a McKinsey Global Institute report, organizations will need to rethink their strategies to account for an aging workforce. This includes recognizing the unique strengths older candidates bring.Innovation is the buzzword of the modern world, often tied to flashy new tech or a younger workforce. While staying relevant is important, this line of thinking can unintentionally overlook older candidates. This is not only unfair but also means employers miss out on valuable skills and perspectives. By recognizing and valuing older candidates, organizations can diversify their talent pool, enhance team performance, and build a stronger workforce.At CLARA, we understand the importance of capturing these hidden strengths. Our AI-driven tools are designed to measure and amplify traits like distance traveled, ensuring no potential goes overlooked. By assessing these skills, hiring managers can identify candidates who excel in adaptability and perseverance—qualities often gained through years of experience navigating challenges.

Actionable steps for hiring managers:

Integrate new tools and metrics:

Using ethical tools like CLARA ensures that you always have access to candidates with traits overlooked by traditional hiring methods.

Ask good questions:

When you interview candidates, ask questions that are more focused on self-awareness and growth. That way you can get a better picture of how the candidate might overcome obstacles.

Value life experience:

Starting with a baseline recognition that older candidates bring a lot to the table is a massive step in the right direction.

The path forward

Implementing more advanced metrics like distance traveled can help organizations foster equitable hiring practices that recognize and reward candidates for learning from their unique journeys. While traditional markers like education and job titles have their place, we can help you get a better scope of your hiring pool.Ready to find your next amazing team member? Request a demo today!