In an enlightened age where attention is focused on inequality through movements such as #METOO, #TIMESUP and #BLACKLIVESMATTER, a shadowy practice people don’t talk about much looms large. That would be age discrimination, a matter that affects all of us eventually, either through one’s self, one’s family or the economy. Here, we discuss all the advantages older candidates bring to the table, along with the ways human resources and hiring managers can not just overcome age discrimination in their employment processes but see the special value and benefit experienced candidates bring to a company.
What’s Behind It?
Sometimes ageism, or prejudice against a person’s age, is known as the last acceptable bias. But what exactly is behind this mindset that makes it continue to flourish? What follows are a few top reasons the practice has taken root in society.
● Corporations: Our youth-obsessed world spent around $53 billion on anti aging products and services in 2019. Therefore, is it any wonder that a resistance to aging is shared by the organizations that hire us?
● Influencers: Influencers can be guilty of ageism, also, and when they talk, people take notice. Take Facebook CEO Mark Zuckerberg, for example. Back in 2007, Zuckerberg famously told an audience at Stanford that “young people are smarter.”
● Economic analysts: Analysts say that older employees are more costly than younger ones. That only tells part of the story, but it is taken as gospel by many businesses. The perception couldn’t be further from the truth, and an unstable workforce and its associated turnover costs exceed the company benefits and compensation for workers over 50 who tend to stick around (more on that later).
● Older workers: Surprisingly, older workers themselves can perpetuate ageism and can be deeply ageist themselves. Having internalized negative stereotypes about aging throughout their lives, they may joke about having a “senior moment” or complain how kids “these days” would rather text vs. picking up a telephone and having a real conversation.
Advantages of Hiring Older Workers
Older workers bring a level of experience and sheer knowledge that is invaluable. Here are some of the most compelling reasons you may want to hire an older candidate over a younger one.
● Older workers have good leadership skills. Older people remember a time when face-to-face interaction was used instead of texting, instant messaging, and e-mail correspondence. They have typically developed better communication and people skills than their younger colleagues, thereby giving them an edge in leadership positions. They possess a high level of Emotional Intelligence compared to young people who lack EI.
● Employing them mitigates turnover: If you invest weeks of time and effort into a new hire, only to see them resign a few months later, you’ve wasted a great deal of resources. If this happens several times over the year, as the young generation prefers to be independent and free, the financial consequences can be disastrous. Older workers can help mitigate turnover issues since they are loyal, stay in jobs longer and take fewer days off.
● They have a strong work ethic: American Express reports that a survey shows that older workers value work ethics more than their Generation X and Generation Y colleagues. In a similar vein, Columbia Public Health researchers did a survey of New York small businesses. Business after business surveyed by Columbia said that their older employees were usually the first ones to arrive for a shift, remained focused throughout the day and rarely missed work, even in physically demanding and fast-paced work environments.
● Older Workers have strong networks: Statistics from a national study at Boston College on aging and workplace flexibility indicate that 46.3 percent of employers surveyed said that their older employees have stronger professional networks and client networks; which makes sense when you consider that fact that older workers have been in the workforce longer, and therefore, have had more time to meet people and network among them.
● Perceived technology gaps can be overcome: The best work teams are multigenerational, and people of all ages can experience tech gaps, even those extremely versed in current technology. Learning is an ongoing process, and with an age-diverse workforce, it’s important to recognize perceived generational gaps as an opportunity to leverage and support that diversity. There are countless ways to overcome technology gaps, and doing so helps companies gain an edge over their competitors.
● They are more motivated: There is evidence that shows older workers are more motivated to exceed expectations than younger ones. That finding also lends credence to the capability of age 50+ workers, no matter what their length of tenure, being able to function in demanding, fast-paced workplaces.
How HR Professionals & Managers Can be Age Smart
If you are involved in recruitment as an HR Professional or Manager, you don’t want to miss out on any qualified candidates, including those who are older. However, the process starts with you. You can start out on the right foot by being fully aware of yourself. We all unconsciously judge people on everything as soon as they walk in the door. Only when we are aware of this human trait, can we control it, watch it, observe it and not be biased.
Also, when evaluating, do not put an emphasis on a candidate’s age. Instead, concentrate on their talents, skills and abilities. Once you have cleared that in your head, you will be able to convey this to your clients, peers and candidates. Also, be transparent, and don't try to hide the fact that a potential hire is older.
Ways to Eliminate Age Discrimination
Some ways to improve the process include initial phone interview calls vs. video or in person to reduce visual bias. When looking at resumes and experience, avoid trying to do the math on when someone graduated or focusing on years of experience alone. Focus on their responsibilities, achievements and how they communicate with you.
Additionally, there are training resources and tools such as those at SHRM.org to help educate your team on ageism and examine your recruitment practices. Ultimately, what must happen is that the culture of the company fosters engagement with multi-generational talent. Only then can you rethink the interview process and approach in finding talent that is right for your company.
Other Approaches
As you can probably tell by now, hiring older workers is a large part of workplace fairness; you can take other approaches to prevent unconscious bias, also. For instance, the right changes such as an informed interview approach and process, along with resume screening tools that removes names, images or dates all work to help the reviewer focus purely on experience.
Final Thoughts
The people with more experience on the job, and more importantly, in life, are often much more qualified than a younger person who is asking for less money. Ultimately, it's about who can help the company grow and be perceived as a smart, humanitarian and fair to its workers company, not how to minimize cost and lose the right candidate who can be of much greater value.
Who We Are
Janou, LLC is was launched to provide highly personalized creative executive search and marketing/design strategy within the Lifestyle, Fashion, Beauty, and Luxury Industries. Led by its partners Janou Pakter and Damian Chiam, whose international background and expertise in Creative & Marketing provides clients with a unique perspective on the industry’s ever-changing talent needs. Janou has placed some of the most talented creatives and marketers for various companies globally, including Chanel, Christian Dior, The NorthFace, Nike, Tiffany and Pepsico.
If you would like to know more about age smart recruiting, you can contact us online or by emailing us at info@janou.com.