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A hiring paradox: Employers say they value their own older workers, but overlook older applicants

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Summary

This article discusses the paradox of employers valuing their own older workers, yet overlooking older applicants during the hiring process. A survey of employers and job seekers found that hiring managers had a strong preference for applicants aged 30-44 and were less likely to interview those aged 45-64. According to an OECD and Generation report, this "age-performance paradox" is leading to an increasing share of long-term unemployed people in the 45-64 age group. The article suggests that employers can shift the trend by changing hiring practices and developing programs that effectively recruit, reskill and integrate older workers.

Q&As

What percentage of the workforce was made up of workers between ages 45-64 in 2020?
Workers between ages 45-64 made up about 40% of the workforce as of 2020.

What does the OECD and Generation report identify as an “age-performance paradox”?
The OECD and Generation report identifies an “age-performance paradox” where employers value the experience of their own workers who are ages 45 and older but undervalue job seekers in the same age group.

What is the difference in preference for applicants aged 30-44 and applicants aged 45-64 according to surveyed hiring managers?
Surveyed hiring managers indicated a strong preference for applicants aged 30-44; candidates aged 45–64 were the least favored.

What are the concerns expressed by hiring managers regarding workers over age 45?
Hiring managers expressed concerns that workers over age 45 can’t adapt to rapidly changing technology and are less likely to try new technologies.

What initiatives can HR professionals take to better support older workers in the workforce?
HR professionals can help by educating hiring managers about the opportunities that older workers present, training managers to recognize their biases and creating older worker recruitment and retraining programs.

AI Comments

👍 This article is an important reminder of the value of the older workforce and their essential role in the workforce. It is great to see that organizations are making efforts to recognize and embrace the unique skills and experience that older workers bring to the table.

👎 Despite the efforts of organizations to recognize the value of the older workforce, there continues to be a major gap in hiring practices. There is an unfortunate and persistent bias against older applicants that must be addressed in order to ensure that all age groups have access to job opportunities.

AI Discussion

Me: It's about a hiring paradox where employers say they value their own older workers, but overlook older applicants when it comes to hiring. The article also talks about how older workers make up a growing share of the workforce and the long-term unemployed population.

Friend: Wow, that's really interesting. It's a shame that employers are overlooking older applicants when it seems like they could be valuable assets.

Me: Yeah, it's definitely concerning. The article also talks about how HR professionals can help by educating hiring managers about the opportunities that older workers present, and creating older worker recruitment and retraining programs. So it sounds like there are some solutions available, but the problem still needs to be addressed.

Action items

Educate hiring managers about the value of older workers and the opportunities they present.
Train managers to recognize and address their biases when hiring older workers.
Create recruitment and retraining programs specifically for older workers.

Technical terms

Hiring Paradox: A situation in which employers value the experience of their own workers who are ages 45 and older but undervalue job seekers in the same age group.
OECD: The Organisation for Economic Co-operation and Development, an international organization that works to promote economic growth and development.
Age-Performance Paradox: A situation in which employers value the experience of their own workers who are age 45 and older but undervalue job seekers in the same age group.
Long-term Unemployment: A situation in which people have been unemployed for an extended period of time.
Reskill: To acquire new skills or knowledge in order to adapt to changing job requirements.