Ten Strategies for Overcoming Age Bias in the Hiring Process
Definition of Age Discrimination
The Age Discrimination in Employment Act (ADEA) prohibits an employer from firing, refusing to hire, or otherwise discriminating against an employee age 40 or older, solely on the basis of age.
Strategies for Overcoming Age Bias
- DON’T mention it. Don’t bring up your age or your years of experience which may suggest your age.
- DO develop an air of confidence, vigor, and competence. Rid your mind of thoughts of age bias so you don’t give out any unconscious signals that age is an issue.
- DO make sure your skills and training are up to date for the job you seek.
- DO remove dates from your resume that may give away your age. Those may be dates of education or certifications.
- DON’T go back any further than 15 to 20 years of work history on your resume.
- DON’T focus on your years of experience on your resume. Employers want to know what you can contribute now.
- DO emphasize your skills and accomplishments on your resume. Create a T-chart and match your skills and accomplishments to the key requirements of the job. This exercise will prepare you for writing your resume and for the interview questions.
- DO seek out “age-friendly” employers. Identify 10 to 20 companies you want to work for and find out if they welcome mature workers. Network to find people who currently work there or have worked there in the past and get information from them. Check out the company website for photos, press releases, statements about corporate culture. Check out certified age-friendly employers at RetirementJobs.com and AARP.org. Visit the company parking lot and see who’s coming and going.
- DO make a good first impression at the interview. Dress appropriately for your age and the company culture, display enthusiasm, and confidence. Leave any thoughts of age discrimination outside the building—they will poison your attitude and jeopardize your chances for a successful interview and never mention the subject of age, even in jest.
- DO prepare for the “tough” interview questions that relate to age. Use active listening skills and look behind the questions. What are the interviewer’s concerns?
- How old are you? Yes, this is a legal question. Maybe the interviewer is concerned that your skills are out of date, or you are applying for a position that’s a step back from what you did before. A potential response: “If you are concerned that my skills (education) may not be current, please let me assure you that I have recently attended professional development classes and am current in all of the latest technology required by this position.”
- Aren’t you overqualified for this job? Prepare your response in advance and make sure you believe it and are comfortable delivering it. A potential response: “Although I have been a manager in the past, at this time in my career I have decided to do what I like best, which is the ‘hands on’ aspect of the job.”
- How long do you plan to work? You should be honest, but if you don’t know you can say, “I don’t have a specific time in mind. The challenges of this type of work are important to me and I plan to continue to grow professionally.”
- How will you fit in with a younger workforce? Never say you plan to mentor them, unless that’s in the job description. Rather say, “I value the experience of working with a diverse, multigenerational workforce for all the learning opportunities and benefits it can provide and I see that as a great benefit of this job.”
