By Khyati Sundaram, CEO of ethical AI hiring experts, Applied: Ageism is rife in workplaces, and a third of people aged over 50 believe that they have been turned down for a job because of their age. Traditional hiring systems have a lot to answer for.
Everything from the language on job adverts to candidates’ dates of birth on CVs can deter older applicants, and trigger ageist biases against them. This risks ruling older workers out of jobs, perpetuating homogeneity, and fortifying harmful stereotypes at the root of the problem.
The solution is simple: make recruitment systems inclusive of candidates of all ages, and eliminate age-related bias from hiring decisions. Here’s how…
Widen your talent pool
Older workers tend to prefer flexible and part-time roles (more on this below). So advertising jobs via platforms dedicated to showcasing flexible employers, like Flexa, can help companies reach a wider age range of talent. In general, the more recruitment platforms a company uses, the more diverse their applicant pool is likely to be. So additionally consider using LinkedIn, Indeed, and Applied – where candidates go to find fair and inclusive employers.
If jobs platforms use AI, check that their models have been trained on ethical datasets. Recruitment-AI models should be advertising and matching candidates to roles based on their relevant skills, rather than how closely they match those who have tended to be successful – and perhaps also youthful – in the past.
Rethink job advert language
Job adverts that state a preference for applicants who are “energetic” and “fun” have been found to deter older job applicants. The same goes for job adverts which are labelled as “graduate schemes”, where “new joiner” or “transition scheme” could be used instead.
The reality is that candidates’ career stages and personality traits are not accurate markers of success. So focus instead on listing skills that are actually needed for the job at hand. Ethical AI can help flag up language on job adverts which might deter certain groups from applying, and can also be used to identify the skills needed for specific roles.
Offer age-inclusive roles
Older workers are more likely to seek part-time roles, and job-sharing may suit “un-retirees” who don’t want to return to full-time employment. Older workers – who may not need senior colleagues nearby to show them the ropes, and who may prioritise networking and socialising opportunities less – also tend to prefer working from home. A flexible approach covers all bases.
Offer age-inclusive benefits
“Free beers in the office” and “pizza parties” won’t appeal to all job candidates. Job adverts that mention pension contribution policies and development opportunities (as well as flexible working arrangements) have been found to be more appealing to older workers.
Offering on-the-job training for successful candidates can also help attract older applicants who are looking to switch careers, as well as retirees who are looking to re-enter the workforce. In addition, employers should consider whether their health insurance and wider healthcare benefits meet the needs of older workers to broaden their appeal.
Strip back applications
Redact candidates’ dates of birth, graduation years, and names from their CVs and/or application forms. This information can lead hiring teams to lean into ageist biases, but offers no indication of whether or not applicants would be a good fit for roles.
Career gaps should also be taken out of the equation. There’s a misconception that time out of work leads to skills fade. This stigma disadvantages older workers who have had more time to acquire career gaps, perhaps to care for children or sick relatives, or following temporary retirements (one in five people are now looking to return to work following retirement). The ideal solution is to use anonymous applications and skills tests instead of CVs. Alternatively, replace dates on CVs with the number of years candidates have spent in previous roles. Research shows that this improves callback rates by 14%, compared to when job histories show a ‘gap’.
Avoid ‘culture-fit’ interviews
It’s a good idea to remove opportunities for small talk in interviews, which can lead interviewers to favour candidates who mirror the existing culture of a company. In other words, younger candidates might be deemed a good culture fit by ‘younger’ companies, regardless of whether or not they are a good fit for specific roles. Structuring interviews instead, so that every candidate is asked the same questions in the same order, ensures the utmost objectivity. Interview questions themselves should focus on helping panels assess candidates’ role-relevant skills – the most accurate indicators of performance. Work sample questions, which are based on role-specific scenarios, are a useful tool for this. For example, to test the pitching skills of someone applying to a sales role, you could ask them how they would go about presenting a particular product to a prospective customer. How To Avoid Ageism In Hiring - HR News
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