"WOW!" Ageism exists. Recruiting veterans agree: Those who discriminate are missing out.

The Age Discrimination in Employment Act (ADEA) prohibits employers from discriminating against individuals aged 40 or older in hiring practices. If caught discriminating in this manner, a company could face legal repercussions including lawsuits, penalties like back pay for the affected individuals, potential fines, and even reputational damage.

That said, age discrimination still happens, but veteran recruiters make arguments for seasoned talent. Read on, dear reader.

A few years ago, I was at a conference packed with thousands of recruiters from all over the USA. In one breakout session, we were having a lively exchange about talent and hiring trends when one of the attendees said something that had the rest of us visibly recoil. What follows paraphrases the conversation that ensued.

Him: "Yeah… he was a total WOW. There’s no way we were going to hire him."

Blank stares filled the room. A few people exchanged questioning glances.

Him: "You know… He was like… close to retirement. He was a Warn Out Warrior."

Immediately, you could feel the energy shift. Fellow recruiters recoiled at the clear ageism in his words. Then, one by one, they began to set him straight.

Recruiter 1: "Hold up. Are you seriously saying you dismissed him just because he was older? Did you even look at his experience?"

Him: "I mean, yeah. But let’s be honest—he probably wouldn’t stick around for long. I don’t want to have to rehire in a few years when he retires."

Recruiter 2: "Dude. Check the data. The Bureau of Labor Statistics says the median tenure for workers aged 55 to 64 is nearly 10 years. Now compare that to the 25- to 34-year-olds—it’s less than 3 years. So, who’s really going to stick around longer?"

The group murmured in agreement, and you could see the wheels turning in his head. He wasn’t the first to think like this, but the facts were making an impression.

Recruiter 3: "Besides, it’s not about how long they stay—it’s about what they bring to the table. Someone with decades of experience can have a huge impact, even in a shorter period of time. You’re overlooking a goldmine of skills."

Recruiter 1: "Exactly. Seasoned employees have been through every business cycle imaginable. They’ve weathered changes in technology, economic shifts—you name it. They can handle complexity and uncertainty. And let’s not forget about institutional knowledge."

Him: "I get that, but we need people who can adapt to change and new technologies. Can someone close to retirement really keep up with that?"

Recruiter 4: "Oh, come on! That’s one of the biggest myths out there. Older employees have already navigated so many shifts in the workplace, and proven they can do it. You give them the tools, and they’ll adapt just fine. They’ve been doing it their whole careers."

The guy was starting to shift in his seat a little, clearly rethinking his stance. But another recruiter chimed in to drive the point home.

Recruiter 2: "You want someone who can jump in and lead from day one, right? Older employees are ready for that. They’ve been honing soft skills—communication, emotional intelligence, conflict resolution—for years. These are the very skills that keep teams functioning smoothly, and guess what? They’re harder to teach than any tech tool."

Him: "But still, what about the salary? I’ve seen it happen—a seasoned worker expects to make what they did at their last job, but the market’s changed."

Recruiter 4: "You’re right on that one. Many seasoned workers have been with the same company for years, receiving regular raises that might not match today’s market. It’s a real conversation we have to have. But many experienced workers are willing to accept a competitive offer because they know what’s happening in the market."

Recruiter 3: "And here’s the thing—they recognize that. If they’re serious about staying in the workforce, they’ll understand that market conditions have shifted. What they want is the chance to contribute and bring their expertise to the table. It’s not always about the paycheck. You might even be surprised at how flexible they can be."

By now, he wasn’t arguing anymore. He was listening, and you could tell he was starting to rethink his stance. The conversation had moved well beyond just hiring for tenure or avoiding retirement-bound employees. It had become about valuing what seasoned workers offer—a depth of knowledge and skills that are all too often overlooked.

Recruiter 1: "Look, we’re in a labor market where there are more job openings than people to fill them. You’re worried about someone retiring? In this market, we’re all dealing with turnover. Even younger employees are job-hopping more than ever. Why not hire someone who can make an immediate impact instead of focusing on how long they’ll stay?"

Recruiter 2: "Right. By broadening your talent pool to include seasoned employees, you’re not just filling a position. You’re investing in someone who can provide mentorship, leadership, and stability—things that every business needs, especially in times of rapid change."

The room fell quiet for a moment as the conversation settled in. Everyone could feel it—the conversation had shifted from age as a liability to age as a potential asset. And for the first time, you could see a glimmer of understanding in his eyes.

Recruiter 3: "Not a Warn Out Warrior after all, huh?"

Everyone chuckled. The ageist recruiter looked a little uncomfortable. The message in the room was clear: seasoned employees aren’t a liability. They can be an asset—a resource of experience, adaptability, and leadership. All they need is a fair shot to prove it.

With Baby Boomers retiring in record numbers and a talent shortage on the rise, businesses can’t afford to dismiss experienced workers based on outdated assumptions. Instead, they should be embracing the wealth of knowledge and skills that seasoned employees can offer.

Fun fact: I lead the Talent Acquisition team at Talking Rain Beverage Company, makers of Sparkling Ice. We want to find the best people out there to join our team (and think we’ve done a pretty great job so far). This means happily recruiting, hiring, promoting, training, compensating, and otherwise treating all Rain Makers and applicants for employment with dignity and respect, without regard to race, color, religion, sex, disability, gender identity, national origin, sexual orientation, marital status, genetic information, military status, age, or any other protected classification in accordance with federal, state, and local laws.

Check us out: https://talkingrain.com/careers/

#TalkingRainMaker #hiring