“You’re a Little Too Experienced for This Role”

Many employers we have talked to say they are committed to the principles of diversity and inclusion in their recruitment processes, but rarely do they consider age.

Creating a more age-inclusive recruitment process could provide companies with all the benefits a multi-generational workforce has to offer.  Things like  increased productivity and knowledge sharing, boosting their image as an age-inclusive workplace, reducing the discrimination felt by older candidates and ensuring they are ahead of the curve when dealing with the inevitable ageing workforce.

Negative stereotypes are pervasive and have the potential to dramatically affect recruitment decision-making, ultimately impacting on the job opportunities for older workers and often leading employers to miss out on the best candidate for the job.

• ·       Generally, the recruitment process does not work for most older workers.

• ·       Older job seekers have different circumstances, careers, and ambitions, but most feel that employers pigeonhole them with stereotypes such as having “too much experience”  or having lower levels of commitment and being less physically or mentally able.  Ridiculous!

• ·       Ageism exists at every step of the recruitment process, from the initial choice of wording for job advertisements right through to the experience of being interviewed.

One fellow we were chatting with said he had been told by the prospective employer that he was “a little too experienced, really, to be coming into the role” and that “at this time we’re going to find somebody that we can train into the position”. For him, this was just a way of them saying “you’re too old” and that they were going “to find a younger guy”.  They might as well have said “Hey, you’re over 50, you know what you’re doing, but we’d rather have a guy coming in who’s 25-30’”. This man, like so many others is frustrated and now highly sensitive to future discrimination based on his age.  Shameful.

Another employer was proud to share they use ‘blind’ resumes where age-related things are redacted, but the evidence is mixed as to the effectiveness for reducing age bias at the interview stage.  But at least it’s something.

Most employers say they are committed to the principles of diversity and inclusion in their recruitment processes, but few are taking concrete action to appeal to older applicants, or to ensure their recruitment processes are age-friendly. Obviously, this limits the opportunities available to older workers who want to change or progress in their careers, as well as those who might be trying to return to work.

If you are an organization willing to examine this we’re here to help.  If you are an individual who is facing age bias as you look for work, we can help you too.