Why Age Discrimination Shows How Some Young Recruiters Display Their Ignorance

You’re How Old?

If you’re an older unemployed worker looking for a job in the post-COVID world, you’ve undoubtedly experienced the body language of younger recruiters that exposes their prejudice. They may have asked questions about your age, making you feel the need to justify yourself. And if you’ve done virtual interviews, you’ve probably done all you can to appear “young.” Why? Shouldn’t your experience, education and abilities be the most critical elements??

The answer is: No. As sad and frustrating as it is, many employers recruit younger people for two reasons, both of which are false interpretations of the facts.?

1. Younger potential employees will stay and grow with the company.
2. Older potential employees expect higher pay and benefits.

Both of these are entirely false, and the facts back that up. Let’s look at how younger and older employees are too often pre-judged.

Millennials Lack the Loyalty that Generation X Displays

According to Ivy Exec,?

Even prior to the pandemic, millennials were not as loyal to their employers as workers in previous generations had been. As early as 2013, a PricewaterhouseCoopers survey found that 60 percent of millennials were leaving their jobs after three years.

Generation X employees — born from 1965 to 1980 — view work as a place they go to earn income. Millennials and Generation Z view work more as a thing they do. Again, from Ivy Exec,

Gen-Z employees, many of whom have only recently entered the workforce, are following suit. In a survey from October 2022, 65 percent of Gen Z employees planned to quit their jobs before the end of the year.

When employers have to choose between an older applicant and a younger one, which one will show the most loyalty to them? The answer should be evident from the above statements and studies. Older displaced applicants often seek a new permanent employer, especially if they lost long-held positions due to layoffs. Millennials and Gen-Zers are inclined to work on their terms and on their own time.

The answer is clear: Older employees are far more likely to stay and grow with the company, even if they don’t have as many years to contribute. A youthful employee with tons of potential is beautiful, but with a burning desire to continually do the “next thing,” their potential and beauty will soon work elsewhere.

Older Employees Want Higher Wages and Benefits

The belief that older, experienced workers expect to be paid more and receive more benefits is partially true. But the return on investment, ROI, is worth it. More senior employees bring a wealth of experience in the field and are more likely to work within the organization's framework. Youth brings bravado and a desire to prove itself. And proving oneself can lead to risks that don’t always pay off.

“But they get sick and run up our insurance costs” is a phrase heard ‘round the HR world. And while older human beings do require more frequent medical visits, they don’t bring with them the cost of family-building that young couples do. Still, there is a higher expense for older people’s health than younger.

But health isn’t the only benefit workers receive in addition to wages:

• Retirement carries a cost for employers who contribute to 401Ks, but they do this for vested employees regardless of age. They’ll pay as long as that employee is on the books.
• What about the workplace environment? How is it designed? Is it structured with desks and cubicles, or does it have open areas with comfortable seating and Wi-Fi at max strength?
• Does the company promote enough social issues to engage the Millennials and Gen-Z’ers? Employers must have these at the forefront to attract younger workers, whereas older employees are comfortable keeping social issues out of the workplace. Supporting social issues or redesigning an office space will hit the company’s checkbook.?

The jury is still out regarding the overall cost difference regarding wages and benefits. A business already geared in one direction may be better off hiring to fit its existing culture, creating some discrimination even if not premeditated. But it misses out on an entire workforce segment if it does this.

Who’s Gonna Babysit Them?

One emerging issue that may carry great significance in the years ahead is how more and more young applicants come directly from the nurture and care of parents or guardians. And many are choosing to stay at home past college, so when they hit the workforce, can they work independently, or will they need to be told what to do and how to make decisions? Will they be able to set priorities?

The older, more experienced employees hit the ground rolling, notably if they received proper onboarding. The only drawback for mature workers is their authority. They can overreach their position and ruffle feathers. But working independently, and being conscientious are trademarks of older workers.?

Seeing Eye to Eye or Eye to Floor?

The ability to develop interpersonal relationships in the workplace is diminishing with each successive generation. Not entirely their fault; Millennials and Gen-Z’ers grew up with a screen before their eyes. They learned to interact without physical contact, whether gaming, on the phone or using the school laptop. And virtual reality only encourages more of the same.

Throw in AI, and the rift from one-on-one relationships widens. The mature employee from Generation X is a master at one-on-one. They (the author included) learned in the days when home computers and gaming systems were in their infancy. School, parties, dances, sporting events, hanging at the mall and cruising State Street on a Friday night taught them (and me) interpersonal skills.?

And if you need to close the sale, do you want an older employee talking to that CEO or a younger one who may be too nervous to look them in the eye? That eye-to-eye contact is another dying ember in the furnace of humanity. It’s hard to come by for younger employees because they rarely need to be able to do it. It’s not that they can’t, but it takes time and training. And who’s best to do that??

You Need Them Both

The best-case scenario for a business is to employ a good mix of older and younger workers. The wisened senior employee may be more than willing to share knowledge and skills with those starting out. And the youthful may be happy to teach the old dog new tricks. The key is helping each see the value the other brings. Once that trust bond is made, the best of both worlds exists.?

A cosmopolitan workforce brings youth's energy, drive and ambition and connects it with the older one's experience, loyalty and interpersonal skills. The life force that younger employees bring can spur the senior worker to greater heights. And the older can share tips and tricks learned along the way to help act as a guide to the younger.?

A solid business keeps some things the same and changes others to grow and continue to be successful. Recognizing the benefits of hiring experienced employees and incorporating them into a young and innovative setting should position it well for years. Employing young, inspired workers willing to learn and share their vigor with others will breathe life into an organization.?

Take this to heart: You need them both to be truly successful.