Ageism in Recruiting: Why Experience is Being Overlooked

In an era where Diversity and Inclusion are key pillars of workplace culture, one form of discrimination remains stubbornly persistent.

Ageism in hiring.

Despite the emphasis on equal opportunity, many experienced professionals find themselves overlooked in favour of younger candidates, often for reasons that have nothing to do with skill, capability, or performance.

I have noticed a big up tick in the number of posts on LinkedIn from candidates who have been made redundant in the past 6 months and have struggled to find any work.

What has been the common denominator? They have all been of a certain age and have openly stated that they believe it is their age that has prevented them from being interviewed let alone be hired.

A striking statistic from a recent study revealed that nearly half of recruiters consider applicants aged 57 or older as "too old" for employment.

This systemic bias denies organisations access to a wealth of experience, leadership, and industry knowledge that seasoned professionals bring to the table.

But what’s even more concerning is the subtle ways in which ageism manifests in hiring. Ways that candidates may not even realize are working against them.

The Hidden Bias: Email Addresses and University Dates

One of the most insidious indicators of age bias is the way recruiters and hiring managers filter candidates based on seemingly innocuous details, like email addresses.

There is plenty of anecdotal evidence from career experts and hiring consultants who have noted that applicants using older email domains such as Hotmail, AOL, or even Yahoo may be unconsciously flagged as "older" and therefore perceived as less tech-savvy or adaptable to modern work environments.

A Forbes article highlighted that many recruiters associate Hotmail or AOL addresses with candidates who may not have kept up with evolving digital trends, regardless of their actual tech proficiency.

While this is purely a psychological bias rather than a factual assessment, it can have real consequences in hiring decisions.

I would advice as a consequence to open up a Gmail or a custom domain email address when applying for jobs.

Similarly, listing university attendance years on a resume can work against experienced professionals.

Including graduation years often gives recruiters an easy way to estimate a candidate’s age, which can lead to unconscious bias in decision-making.

Again there is more consistent advice, which I subscribe to in omitting graduation dates altogether to shift the focus toward skills, qualifications, and relevant experience.

The Impact of Ageism on Job Seekers

For job seekers over 50, age bias in hiring can be incredibly disheartening.

Many seasoned professionals find themselves facing longer job searches, being overlooked for promotions, or even being pushed out of industries they’ve dedicated decades to.

Some of the common myths that fuel this bias include:

• Lack of tech-savviness: The assumption that older workers aren’t comfortable with new technologies or digital transformation is outdated and false. Many experienced professionals have adapted to numerous technological shifts throughout their careers.
• Higher salary expectations: Employers may assume that older candidates will demand higher salaries compared to younger hires, despite no concrete discussion of compensation.
• Reduced adaptability: Another misconception is that seasoned professionals are "set in their ways" and less open to new ideas. In reality, professionals with long careers have demonstrated adaptability by surviving and thriving in evolving industries.

The Business Case for Hiring Experienced Professionals

Organisations that embrace age diversity are at a competitive advantage.

Research has consistently shown that multi-generational teams are more innovative, productive, and better at problem-solving.

Older employees bring institutional knowledge, mentorship capabilities, and a strong work ethic that can benefit an entire team.

Additionally, in industries like healthcare, finance, and technology, where expertise and regulatory knowledge are critical, seasoned professionals can provide stability and strategic foresight that younger employees might not yet possess.

What Can Employers Do to Reduce Ageism?

It’s crucial for companies to proactively address age discrimination in their hiring practices.

Here are a few steps organisations can take:

1. Implement Blind Hiring Practices: Remove unnecessary information from resumes that could indicate age, such as graduation dates and early career experience.
2. Educate Recruiters and Hiring Managers: Provide training on unconscious bias and how it impacts hiring decisions.
3. Use Inclusive Language in Job Descriptions: Avoid phrases like "digital native," "recent graduate," or "high-energy team" that may imply a preference for younger candidates.
4. Leverage Skill-Based Hiring: Focus on competencies and experiences rather than assumptions about generational abilities.
5. Encourage Multi-Generational Teams: Promote a culture that values age diversity and ensures career growth opportunities for professionals at all stages of their careers.

Conclusion

Ageism in hiring is a critical issue that needs more attention. It may be illegal in most regions but is still seen as an "acceptable" form of discrimination by far too many hiring organisations.

By recognising and addressing subtle biases, whether it’s filtering candidates based on their email provider or making assumptions based on a graduation year, companies can foster a more inclusive and fair hiring process.

If you’re a job seeker facing these challenges, consider small changes like updating your email address, focusing on skill-based resumes, and strategically positioning your experience.

If you’re an employer, challenge yourself and your team to recognise the unconscious biases that may be limiting your ability to hire great talent.

At the end of the day, experience, wisdom, and adaptability should be valued, not dismissed.

Let’s shift the conversation to hiring the best candidate for the job, regardless of their age.