The findings from a survey conducted by Resume Builder reveal concerning trends regarding bias against both Gen Z and older workers among hiring managers. According to the survey, 36% of hiring managers admitted to bias against Gen Z candidates, while 34% harbored bias against older candidates. This underscores the prevalence of ageism in the job market, highlighting challenges for both younger and older job seekers.
The survey, which involved 1,000 hiring managers, also found that 42% of respondents consider the age of job seekers when reviewing resumes. Factors such as years of experience, graduation year, and even appearance were taken into account by hiring managers when assessing candidates.
To mitigate potential bias, some career advisors suggest omitting the graduation year from resumes and LinkedIn profiles. While some hiring managers believe that including the graduation year is essential, others acknowledge situations where it may be advantageous to omit it, especially for younger or older candidates.
The study also sheds light on the reasons behind bias against Gen Z and older workers. Concerns about lack of experience, job-hopping tendencies, and unprofessional attitudes were cited as reasons for bias against Gen Z candidates. On the other hand, worries about retirement, health issues, and technology skills gaps were among the reasons for bias against older candidates.
Despite laws aimed at protecting workers from age discrimination, proving bias based on age can be challenging. Moreover, biases against certain age groups persist, with some hiring managers suggesting that candidates should alter their appearance to appear either younger or older during interviews.
Overall, the findings highlight the need for awareness and action to address ageism in the workplace, ensuring fair opportunities for all job seekers regardless of age.
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