Age Discrimination in Hiring Process: How to Eliminate It

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Age discrimination in recruitment happens more often than you might think. Some people assume older candidates can’t keep up with today’s work culture, but this idea isn’t true and keeps workplaces from being diverse and welcoming. In fact, 6 out of 10 older workers over 50 have experienced age bias.

Younger workers also face bias. Older colleagues might see them as inexperienced, entitled, or likely to leave quickly. Young employees are often expected to work hard, stay humble, and learn from senior staff without much respect in return.

To be a fair employer, it’s important to treat all job candidates equally. Luckily, there are easy ways to avoid age bias in hiring. Companies like EmployTest offer tools to help you screen candidates reasonably. 

Keep reading to learn steps for making hiring equal for all ages.

What is Age Discrimination in the Hiring Process?

Age discrimination in hiring happens when someone struggles to get a job because of their age. This could mean favoring a younger candidate over an older one or assuming young workers aren’t ready for responsibility.

According to AARP, about 30% of workers over 50 experience age bias when searching for jobs. Bias also shows up in different situations: 29% feel it in work meetings, 24% at social events, and 18% from senior leaders.

Source: Data from AARP

Young adults, ages 18 to 30, also face unfair judgments, often called “youngism.” Older workers may think younger people don’t meet the same standards they did at that age. This attitude can lead to unfair treatment and missed opportunities for younger workers.

Common Types of Age Discrimination in Hiring

Age discrimination in hiring can show up in a few common ways:

• Age-related assumptions – Some people think older candidates don’t have updated skills or dislike change. Others may assume younger workers are immature, unreliable, or likely to leave for other jobs soon. These ideas are often wrong and lead to unfair treatment.

• Filtering out by age – Age or experience can sometimes screen out applicants. For example, a recruiter might skip over someone close to retirement, even if they’re able and eager to work. They may also reject a recent graduate because of limited experience.

• Unequal interview chances – Older candidates might get fewer interview offers or lose out to younger applicants, even with the right skills. Similarly, younger candidates might not get a fair chance if employers think they lack experience or might not stay long.

Laws That Protect Against Age Discrimination

Luckily, laws like the Age Discrimination in Employment Act (ADEA) protect workers from unfair treatment because of their age. The ADEA makes it illegal to choose younger applicants over older ones when hiring, promoting, or making other job decisions. Understanding these rules helps you create a fair hiring process for everyone.

8 Ways to Eliminate Age Discrimination During Hiring

You can find the best candidates and make your hiring fair by avoiding age bias. Here are some helpful tips:

1. Write an age-inclusive job ad

Make job descriptions fair for everyone by focusing on skills instead of words like “young” or “recent.” For example, say, “looking for someone with strong problem-solving skills” instead of “seeking a recent graduate.”

Also, don’t limit candidates based on “years of experience.” Young workers aren’t always inexperienced, and older workers aren’t always resistant to change. Describe the skills and knowledge needed so candidates of any age with the right abilities can apply.

2. Use skills-based tests

Skills assessment tests, like those from EmployTest, help you find the best person for the job based on what they can do, not their age or what their resume says.

For example, testing computer skills is more useful than assuming an older worker can’t use technology. Similarly, testing problem-solving skills is better than thinking a young worker lacks experience.

3. Train hiring managers on unconscious bias

Hiring managers may not always realize their biases. Training them on ageism in recruitment can help them focus on a candidate’s skills instead of making assumptions.

You can hold workshops on age diversity to show workers’ strengths from all age groups. This way, hiring managers can assess experience with the tools needed for the job, not just age.

4. Show a multigenerational workforce in employer branding

If your careers page and social media mostly show young workers, it may seem like you prefer younger candidates. It’s important to show that your company values people of all ages.

Use pictures of employees from different age groups to show that you value age diversity. Offering flexible work options like remote or part-time hours can also attract people at various life stages. For example, showing a mix of young and older workers on your website shows that your company is a great place for everyone.

5. Monitor and support age diversity efforts

Regularly check your hiring process to see if it matches your age diversity goals. If most new hires are younger, you may need to adjust your hiring practices to attract more diverse age groups. If you aim to hire more older workers, keep track of how many older candidates apply and are hired compared to younger ones.

6. Offer career growth and training for all ages

Show that you care about all employees by offering training and career growth opportunities for both younger and older workers.

For instance, you can pair older employees with younger ones for mentorship. This way, older workers can share their experiences while learning new skills. You can also encourage younger employees to explore other roles in the company to help them build their careers.

7. Use diverse sourcing channels

Not everyone looks for jobs in the same places. Use a mix of job boards and websites to reach people of all ages. You can also connect with professional groups and alumni networks for older candidates and attend job fairs for new graduates. 

8. Provide age-neutral benefits

Offer benefits everyone can appreciate, such as health insurance and retirement plans. You can also include flexible work hours, wellness programs, family leave, and financial support to meet different needs. A variety of benefits shows that your company values employees of all ages.

Don’t Let Age Define Talent 

Age discrimination in hiring happens more often than people think, and it can hurt workplace diversity. Employers need to treat all candidates fairly, no matter their age, and focus on skills and qualifications instead of making assumptions about how young or old someone is.

Using tools like EmployTest can help companies choose the best candidates based on what they can do. Take action now—update your job ads, use skills-based tests, and train your team to avoid age bias.

Request a demo of EmployTest’s platform today to make your hiring process fairer for everyone.