Q&A: It’s not the years, it’s the mileage

David Watson, Product Marketing Manager, Zenefits
May 4, 2022

Everyone knows it’s illegal to discriminate against a candidate because of their demographics, but that doesn’t mean biases don’t still exist. David Watson, Product Marketing Manager at Zenefits, joins the show to share questions you should ask yourself to avoid age discrimination in your hiring and select the best new teammates for your organization. After […]

Everyone knows it’s illegal to discriminate against a candidate because of their demographics, but that doesn’t mean biases don’t still exist.

David Watson, Product Marketing Manager at Zenefits, joins the show to share questions you should ask yourself to avoid age discrimination in your hiring and select the best new teammates for your organization.

After you listen:

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On this episode, you’ll hear:

  • [01:00] Potential unconscious age biases
  • [02:00] Benefits of age diversity on a team
  • [03:00] Questions to ask yourself about candidates

Transcript

Hey everyone. And welcome to the pops cast. My name is David and I’m our product marketing manager here at Zenefits. If you haven’t joined us before welcome the title of today’s podcast is not the years. It’s the mileage and the topic we’ll be discussing is age discrimination with hiring. So my goal today is to help provide you with a few questions.

You can be asking yourself to help influence changes in your organization. So since COVID companies haven’t noticed the great recession. Seen a lot of workforce shuffle around between companies. There are tons of new career opportunities across a multitude of industries, leading recruiting teams, scrambling to attract new talent with so many open jobs and so many potential new hires.

There spans a wide array of experiences amongst candidates. Many of these candidates are newer to the workforce with a much smaller resume than some of their more seasoned counterparts amongst these groups of work. That comes talent differences that recruiters and their HR teams must take into consideration when selecting a.

It raises some questions, like what skills do they each provide? So typically companies view people with less corporate experience as opportunities to get a fresh perspective in their workforce. But what those younger employees may lack are the hard skills that their more seasoned counterparts have.

The. So the question we’re asking is do companies feel it’s beneficial to hire newer, more adaptable employees or seasoned employees that have more of a rigid process? Everyone knows that it’s illegal to discriminate against the candidate for just about any reason beyond their professional skillset.

That doesn’t mean that biases don’t still exist and a recent survey taken by resume. Many recruiters and hires have found themselves subconsciously factoring age into their hiring decisions of they hundred hiring managers and recruiters surveyed 38% found themselves inadvertently taking age into consideration.

Some of the concerns they held for older candidates were lack of experience with technology or resistant to change age discrimination. Doesn’t just apply to older candidates though. They also held reservations about younger candidates claiming they had a higher likelihood of leaving a job site. Or just a general lack of experience in the three years I’ve been in my professional career.

I felt there’s a strong need for both young and older workers in the workplace. I’m the youngest person in my department here at Zenefits. And I’m grateful for that. Every day. I’ve had so many opportunities to learn from my coworkers. They’ve told me about the mistakes they’ve made early in their careers, the things that they’ve done successfully and what they’ve learned from those experiences, all of these are the lessons that it would take me years to learn about.

I’ve also been on the other side of this, where maybe there’s a skillset. My generation is more familiar with and a coworker reaches out to me and asks me about my experience with XYZ tool. So I personally see a lot of value in having an experience workforce and younger workforce working with. I think there’s a lot of opportunities for workers to teach each other the skills they need to continue to develop themselves professionally regardless of their age.

So a few questions, people, operations leaders and hiring managers can ask themselves as they consider candidates are, what skills does this candidate possess? And what can this worker teach or learn from other workers at my company, as you continue to request to recruit top talent, keep those questions in mind as a guide to make the best decision on the.

Based on their skills experience and ability to learn as opposed to viewing them as just a number as everyone’s favorite phrase goes, age is just a number. So thanks for joining the podcast and we’ll see you next time. Do you have a question for our experts? Click the link in the show notes, or if you’ve got other ideas and feedback about our show, send them to [email protected]

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Every week, we share the decisions, struggles, and successes for keeping up with an evolving workforce and a changing workplace. No matter if you’ve been in HR or are just getting started, this combination of transformational stories with actionable ideas, as well as context on hot issues, keeps you up-to-date while answering the questions you didn’t even know you had.

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