Are you washed up in the job market at 50? Insidious age discrimination seems to kick in at this point, discouraging the career prospects of older professionals and executives.

The perception is that over-50 applicants want too much money, aren't innovative enough for today's business world and call in sick more often than younger workers. Many employers believe these false stereotypes, although they'd never say so for fear of age-discrimination lawsuits.

Older candidates seeking new jobs tend to accept this stigma and assume they're unwanted in corporate America. One professional who sought career counseling following a downsizing was convinced no employer would hire her because of her age. "I'm 55 and I won't ever find another job again, will I?" she asked the counselor.

Won't she? Two factors are improving attitudes toward older job hunters. First, due to escalating shortages of qualified candidates, many companies are actually courting older recruits. Second, the evidence is overwhelming that these stereotypes simply aren't true.

"I have companies calling my agency specifically looking for older, more mature workers," says Renee McCue-Hall, director of the Northboro, Mass., senior center. "They know what they're getting when they hire an older worker."

If you're age 50 or older and seeking a new position, don't passively accept that your age is hindering your prospects. Take the initiative and convince hiring managers that you're highly skilled, qualified and vibrant and that your age may actually be an advantage to them.

Recognizing the following five stereotypes about older candidates and being able to shatter them with facts will be critical to your search success:

Myth 1. Older workers just don't "get" technology.

Fact: Older people have embraced the Internet and other computer technologies with enthusiasm. In fact, the two most computer-savvy people I know are 66 and 72 years old. Older employees are committed to working in ways that younger employees sometimes aren't. If they need to use a new software program, they'll devote time, patience and energy to learning it.

Interview strategy: Describe the software you've used at past companies and how you've learned it. If you taught yourself on your own time, say so. It's also OK to say you were initially intimidated by a new tool but knew you had to master it. Now, no software can frighten you.

Such a story not only tells an employer what you know, but that you're adaptable and will embrace new technology to ensure success.

Older candidates often struggle to sell themselves this way to interviewers, says Bernard Ford, managing partner of Ford & Ford Search Professional, a recruiting firm in Needham, Mass.

"Many 50-plus job seekers have never learned how to talk about themselves without feeling as if they're bragging," he says.

You don't have to brag. Just describe your accomplishments in neutral, nonemotional language. Convey your ability to achieve clearly defined departmental goals. This will help an interviewer understand who you are and what you can accomplish in the 45 minutes that you spend together.

Myth 2. Older workers are sick more often.

Fact: Older employees are healthier than any previous generation and may even take fewer sick days than younger employees. Studies indicate that differences in health insurance costs between younger and older workers are so minimal that they shouldn't affect employment decisions, according to the American Association of Retired Persons.

Younger employees with small children are more likely to be exposed to the various "bugs" that hit schools and day-care centers. At some companies, they also can use their sick days to care for other family members. These two factors may mean that younger workers take more "sick" time than their over-50 counterparts.

Strategy: Tell employers if you had a near-perfect attendance record at your past company. Mention that you're always at your desk, even in the worst weather. Since you only have a short time to demonstrate that you're the most suitable candidate, you must clearly and directly highlight your strengths.

Myth 3. Older workers just aren't as bright as younger staff.

Fact: Psychologists have identified two kinds of intelligence. One of them is crystallized intelligence or wisdom, which is the ability to use your experience to find creative solutions to thorny problems. Having this knowledge means that older workers may be more creative than their younger counterparts.

Strategy: You'll be hired because of your track record in achieving results and the employer's perception that you'll continue to do so. When interviewing, focus on what you did to solve problems, snare accounts or increase revenues. Make clear the extent to which you met or exceeded expectations. Recruiters aren't necessarily seeking candidates with the highest IQ, just the ones who demonstrate that success follows them.

Myth 4. Older workers don't have the energy to keep up.

Fact: If you're seeking a blue-collar construction job, this may be true at some point. But when predicting the ability to complete management projects, older employees come out on top. Such professionals can more than hold their own against younger colleagues. They're task- and result-oriented and committed to completing assignments. And if younger employees need to leave at 5 p.m. for family reasons, it's often the older worker who can stay behind.

Strategy: You should be hired based on your ability to produce results, not your energy level. If an interviewer focuses on an issue that's clearly unrelated to the job, bring the conversation back to the facts. Say something like, "If you're concerned about accomplishing the department's goals, I see nothing that would get in the way of meeting or even exceeding the company's expectations." This response will ease the interviewer's unspoken fears.

Myth 5. You can't teach an old dog new tricks.

Fact: There's nothing preventing an older employee from being creative and industrious in later life. Picasso and DaVinci both were vibrant and productive in later life. Former President George Bush, in his 70s, went skydiving last year.

Strategy: Mention what you've done lately. Demonstrate your ability to be successful up to the present. Some interviewers may think that you're too old to have done anything exciting or useful recently. The best way to shatter this myth is to be direct. Articulate your successes and how you accomplished them. Mention your maturity, ability to work with a variety of people and your tolerance of different work and leadership styles.

You also bring a unique and invaluable asset: a library of personal experiences that can help you mentor new employees. The ability to help train new staff is critical to the success of any enterprise.

After spending just a few sessions with a career counselor, the older professional who thought she'd never find work was able to recognize and clearly define her value to employers. When she left counseling, she had two offers in hand.

--Mr. Green is principal of CareerPath, a career coaching firm based in Northboro, Mass., and author of "Job Search Master" (1996, CareerTrack Publications).