While our annual Early Careers Survey focuses primarily on younger people moving from education into work, it also provides a valuable insight into how those aged 35 and over are approaching the job market
This article examines the career plans of graduates aged 35 and above, focusing on their levels of certainty, perceptions of their career prospects, and the job-seeking behaviours of those planning to seek employment as the next step in their career.
In the 2025 Early Careers Survey, 58% of respondents over the age of 35 said they felt certain about their career plans. Notably, this figure mirrors that of respondents under 35. This suggests that age and experience in the labour market do not necessarily translate into greater career clarity.
Careers Advice Boosts Confidence - Regardless of Age
Given the well-established link between attending careers advice sessions and increased career plan certainty - consistently demonstrated by Early Careers Survey findings - it's unsurprising that younger less experienced respondents report similar levels of career plan certainty as their counterparts 35 and older, as they are much more likely to have engaged with all forms of advice in the last year.
Similarly, among older respondents, those who attended careers advice sessions were significantly more likely to say that they were certain about their career plans. In fact, engagement with any form of careers support was associated with increased certainty.
While some forms of advice (such as careers guidance appointments, and CV, cover letter and/or job application guidance) led to only modest increases in certainty, others had a more pronounced impact. For example, 66% of those who attended job interview preparation sessions felt certain about their career plans, while 70% of those who attended a talk by an employer reported the same. Careers events and workshops also proved highly effective.
A similar pattern emerged when respondents were asked how positive they felt about their career prospects. While those over 35 (43%) were slightly less likely to express positive feelings about their career prospects than younger respondents (44%), feelings of positivity among this group were notably higher for those who attended a careers advice session.
To illustrate this, 59% of those who attended a careers lesson or workshop said that they were feeling positive about their career prospects, and 55% of those who attended a job interview preparation session indicated the same.
Most over 35s feel prepared for a job or apprenticeship
Nearly half of 35-and-over respondents (47%) reported that they intend to start or apply for a job, or explore job and further study options when asked what they plan to do next in their career. A further 5% noted that they intend to do an apprenticeship.
| Explore job and further study options | 26% |
|---|---|
| Start or apply for a job | 21% |
| Stay or progress in current job | 16% |
| Part-time study | 9% |
| Full-time study | 7% |
| Self-employment | 6% |
| Retire or semi-retire | 4% |
| Apprenticeship or training scheme | 4% |
| Internship or work placement | 3% |
| Gap year Career break or travel | 2% |
| Degree apprenticeship | 1% |
| Other | 4% |
When asked how prepared they were to do so, most (68%) indicated that they were 'fairly' or 'very' prepared. Levels of preparedness increased among those who received careers support.
However, among those aged 35 and above, there were some differences in reported levels of preparedness. For instance, men (72%) in this age group were more likely than women (66%) to report feeling prepared. Meanwhile, neurodivergent respondents (60%) and those with disabilities (53%) were significantly less likely to report that they were prepared than others.
Company culture and meaningful work particularly important
Most respondents (73%) searched for a job or apprenticeship in 2024. When asked about their priorities, they highlighted work/life balance, company culture, and opportunities for training and development as particularly important factors in their job search.
| Recruitment agency | 43% |
|---|---|
| Employer website | 55% |
| Personal contact (such as a family member or friend) | 14% |
| Current employer | 13% |
| University/college careers service | 26% |
| University/college website | 26% |
| Social media/networking site | 47% |
| Job website/app | 69% |
| Government website | 54% |
| Media (such as a newspaper or magazine advertisement) | 15% |
| Speculative application (i.e. contacted an employer for a role that has not been advertised) | 13% |
| Teacher/lecturer | 6% |
| Mobile messaging (such as WhatsApp) | 2% |
| Email (such as a newsletter or job alerts) | 38% |
| Other | 2% |
While two of the three most important factors - work/life balance, and opportunities for training and progression - were shared by both respondents over 35 and their younger counterparts, some differences in priorities did emerge between the age groups.
For respondents aged over 35, work/life balance emerged as the most important factor when seeking employment, with 95% identifying it as a priority. This compares to 92% of respondents under 35, who ranked work/life balance as the second most important consideration.
Additionally, younger respondents placed significantly less emphasis on company culture, ranking it among the three least important factors. They were also notably less concerned with making a positive impact on people's lives, or an organisation's environmental impact.
This suggests that older respondents, having accumulated years of experience in the workforce, are more focused on aligning their work with personal values, while also prioritising meaningful work and ethical practices. Furthermore, their heightened concern may reflect a deeper understanding of the long-term impact that company culture and organisational values can have on wellbeing and job satisfaction.
| Knowing what opportunities will suit me | 59% |
|---|---|
| Finding opportunities to apply to | 70% |
| Having the necessary skills | 51% |
| Having the required work experience | 59% |
| Staying motivated | 56% |
| Competition for opportunities | 54% |
| Other | 5% |
| I have not had any problems | 4% |
Respondents were also asked about the challenges they faced when searching for a job or apprenticeship. Some 70% reported difficulty in finding opportunities to apply for, while 54% cited high levels of competition as a barrier. Given the steady decline in vacancies throughout 2024, its perhaps unsurprising that many respondents encountered these challenges.1
Moreover, 59% of 35+ respondents said they struggled because they didn't know which opportunities to apply for, half reported lacking the necessary skills, and 56% found it difficult to stay motivated. Together, these findings highlight the experience of a group navigating a complex and uncertain job market. Whether changing careers, re-entering the workforce, or graduating later in life, many respondents over 35 are facing a competitive landscape - often without clear guidance or the confidence that their skills align with market demands.
Over 35s employ a more focused job application process
Respondents were also asked how many jobs or apprenticeships they applied to in the last 12 months. The majority (68%) submitted fewer than 20 applications, with one in ten submitting none at all, 36% applying to five or fewer, and 23% applying to between six and twenty. Similarly, 66% of respondents under 35 also submitted 20 or fewer applications.
However, when NEET respondents (those not in employment, education or training) are excluded from the analysis, the proportion rises to 78%, with 12% having submitted no applications. This points to a more focused job search strategy - likely influenced by the fact that a significant portion (47%) were already in employment. Among over-35s who were employed, half (52%) had submitted five or fewer job applications, and 82% had submitted no more than twenty.
| 35 and over | Employed (35+) | Under 35 | |
|---|---|---|---|
| Applying for a specific job role | 21% | 25% | 15% |
| Applying for a few different job roles that interest me | 54% | 63% | 53% |
| Focusing on building a portfolio career (multiple jobs or sources of income) | 4% | 6% | 4% |
| Applying for as many jobs as possible to improve my chances | 18% | 6% | 26% |
| Taking a break from job applications | 3% | 0% | 2% |
When asked to describe their job application approach, respondents 35 and over were more likely than younger participants to say they were applying for a specific job (21% compared to 15%). This trend was even more pronounced among those currently in employment, with 25% reporting a targeted approach. Employed respondents were also more likely to say they were applying for a few select roles, and were the least likely to report applying for as many jobs as possible.
These patterns suggest that many respondents 35 and over are approaching the job market from a more secure and selective position. With nearly half already in employment, and a significant number submitting relatively few applications, it appears that this group is not urgently seeking any job - but rather the right job. Their more targeted approach reflects both the confidence that comes with experience and the stability of already being in work. For them, the priority may be finding a role that aligns with their goals, values, and lifestyle, rather than simply securing employment.
A selective and strategic approach
Graduates aged 35 and above are engaging with the job market in a more selective and strategic way. Despite facing challenges, many reported similar levels of career certainty and optimism as younger respondents - particularly when supported by careers advice.
Their focused job search behaviour reflects not only the confidence that comes with experience, but also the stability of existing employment and a desire to make meaningful, values-aligned career moves. However, challenges remain, particularly around identifying suitable opportunities, skills gaps, and maintaining motivation.
For careers services, this highlights a clear opportunity: to tailor support for older graduates by recognising their distinct needs, life stages, and priorities. Providing targeted, flexible, and confidence-building guidance - especially around skills development, opportunity awareness, and values-based career planning - can help ensure this growing group is not only supported, but empowered to make informed and fulfilling career transitions.
Notes:
Vacancies and jobs in the UK, Office for National Statistics, 2025.
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