Insight: Too much experience.
'Older workers’ perceptions of ageism in the recruitment process'. Centre for Ageing Better - February 2021
36% of 50-to-69 year old’s say their age is a disadvantage when applying for jobs.
This research shows that many older workers feel disadvantaged or discriminated against in recruitment processes because of their age. Despite the differences between older workers’ circumstances, they overwhelmingly felt that employers view them in a stereotyped manner.
As a result, many felt they could not get jobs for which they had the skills and experience. The process of being stereotyped and rejected for jobs on the basis of age bias may then become a self-fulfilling prophecy in which older people stop applying for jobs. The research indicates a set of key principles for age-inclusive recruitment processes.
Key findings
1. The recruitment process does not work for many older workers, with more than one third (36%) of 50 to 69 year olds saying that their age would disadvantage them in applying for jobs
2. Older job-seekers have different circumstances, careers, and ambitions. However, many feel that employers pigeonhole them with stereotypes such as having ‘too much experience’ (29%), exhibiting lower levels of commitment and being less physically or mentally able;
3. Ageism operates at every stage of the recruitment process, from the initial choice of wording for job advertisements right through to the experience of being interviewed;
4. Ageism in the recruitment process, often described as “soul-destroying”, has a negative impact on older workers’ job prospects, their wellbeing and their financial situation. This can potentially lead to job insecurity, early retirement and/or negatively impact people’s confidence and sense of self-identity;
5. Ageist recruitment processes can affect all ages, with younger age groups also saying they are seen as too old in certain circumstances.