As recruiters we’re the first point of contact with the candidate often dealing with a multitude of scenarios and challenges. I’ve always been of the mindset that recruiters need to build rapport with their candidates, get to know them, and find out what’s important to them. They’re entrusting their livelihoods to us and in return we provide insight, customer service, serve as a sounding board, and last but not least HONESTY.
One of the greatest challenges I face is how to be honest with someone I’ve gotten to know over the years and tell them they’re not the right fit for a job due to their age?
Well, of course (legally) I can’t. It’s a huge obstacle to navigate around when companies have strict guidelines specific to the amount or type of experience required. In today’s marketplace it’s an unfortunate part of reality, but age discrimination still exists.
- Company A want to hire someone earlier along in their career and not take someone who might retire in the next 7-10 years.
- Company B won’t take a new grad because they have no time to train them and they need someone with experience in a particular software, even though that new grad is a whiz with technology.
An argument can be made for both sides, but what companies don't recognize is how the "too old" and "too young" stereotypes are restricting their ability to build a world class team. Here's how to combat age discrimination and some guidance for what to look for when vetting the best candidates.