Strategy & Practice Management
Age Bias in Hiring: Survey Exposes Reluctance to Recruit Young and Senior Candidates
Age discrimination in hiring processes has been highlighted by hiring managers themselves, with a notable reluctance to recruit both the youngest and oldest segments of the workforce.
A recent survey by Resume Builder revealed that 36% of 360 hiring managers in the U.S. have admitted to an age bias against Generation Z candidates, defined as those aged 18 to 27 years. Similarly, 34% of 343 hiring managers expressed hesitations about hiring individuals over 60 years of age, according to reports.
The survey also uncovered biases related to candidates' appearances, with 41% of hiring managers less likely to hire candidates appearing older and 19% hesitant towards those with a youthful appearance. Stacie Haller, the Chief Career Advisor at Resume Builder, emphasized that ageism is a significant issue within the workforce, cautioning employers that it could put them at a considerable disadvantage. Haller advocates for the benefits of age diversity and the creation of an inclusive workplace to leverage a broad spectrum of talent.
Concerns about hiring younger candidates often stem from perceptions of inadequate experience and a tendency to switch jobs frequently. The pandemic has intensified these challenges, disrupting traditional pathways for younger employees to gain essential workplace skills, particularly due to the shift towards remote work. Haller notes the unique challenges faced by Gen Z in acquiring foundational workplace skills and stresses the importance of tailored training and support to mitigate negative stereotypes.
Regarding older candidates, apprehensions about hiring often revolve around potential retirement plans and health concerns. Haller counters these outdated views by highlighting the transformative impact of remote work, which has enabled older employees to extend their careers beyond traditional retirement ages. This shift reflects broader desires for financial stability and ongoing professional involvement.
The findings of this survey, which involved 1,000 U.S. hiring managers in March, shed light on the persistent issue of age bias in recruitment, underscoring the need for a more inclusive approach to hiring that recognizes the value of candidates across the age spectrum.
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