Don't let ageism in recruitment stop you from landing your next job.

Age is just a number – but what if it's the very thing holding you back? When you're looking for a new job, you may be worried about ageism in hiring. Sadly, this is a common feature of our society. 

According to a 2020 study, 78% of workers have either experienced or witnessed age discrimination at work. So, what can you do about it? It's critical to understand what exactly is ageism in hiring, what your rights are, and how you can combat it like a pro.

Can age be a factor in hiring?

It shouldn't be, legally speaking. The Age Discrimination in Employment Act (ADEA) forbids ageism against anyone aged 40 or over in the United States. This means how old a person is shouldn't come into the equation when hiring managers are making decisions. 

However, some recruiters fall foul to “unconscious bias.” Meaning they may judge you based on your age without realizing they are doing so. Luckily, to combat this type of ageism in hiring, there are some things you can do. 

Can you prove ageism in hiring?

Do you suspect a hiring manager is discriminating against you? If you do, you may be wondering whether you can prove it. It is possible.

Look for concrete evidence

You can't base your case on a “feeling” as that simply won't cut it. If you believe you've been disseminated against, look for evidence. That could be things like insinuations about your age, direct questions, or leading interview questions that force you to reveal your age.

Document everything 

Keep copies of anything that suggests ageism in the hiring process. The more evidence you have, the more likely you will be able to prove your case. This evidence may include the job advert itself, emails, transcripts of phone calls, and even text messages. 

Do some research 

If possible, you might want to research the company. Look for things like hiring trends – for example, if they only hire young workers – and the company culture as a whole. While this may not work as concrete evidence, it gives you an idea of the approach the business takes. 

File a complaint 

If you would like to take things further, you can file a complaint with the company's HR department or even go straight to the Equal Employment Opportunity Commission (EEOC).

How to deal with ageism during the interview

If you've made it to the interview and are worried that your age will hold you back, there are some things you can do. 

Deal with illegal questions fast

Thanks to the ADEA law, any interview question that asks about your age or infers how old you are is employment discrimination and illegal for interviewers to ask – period. Interviewers know to avoid those questions, yet some will still ask a variation of the question, "How old are you?" 

If this happens to you, you have a few options.

  1. You could respond with, "Since asking my age violates certain legalities, I know you must be trying to find out some other piece of information. What exactly do you want to know?"

  2. You could respond by sharing your age and leaving it at that. This approach isn't going to get you very far in the interview process with employers, either.

  3. The third option is to respond with your age and immediately follow up with the benefits your age can bring to the job position. For example, 

"That's an interesting question. I'm forty-nine, and as such, I've seen a lot of ups and downs in this job market. I'm familiar with how to handle the high and low periods and have had plenty of time to see and correct many mistakes during and issues that arise in [industry/company type/department type]. Of course, that puts me in a position to support the team and quickly handle difficult situations as soon as they present themselves." 

This type of response shows how you add value to the position and organization, which helps to take the focus away from your age.

Avoid screaming how old you are

While the interviewer may not ask your age, you might be tempted to bring it up as a bargaining chip. It's common for job applicants to be nervous during an interview and say things to distract from this nervousness. Don't make that mistake.

Be yourself and remain calm while avoiding sharing things specific to your age, like joking about how old you are or saying things like "I am old enough to be your [father, mother, grandparent, etc.]." This is entirely the wrong way to deal with the issue and won't do you any favors.

Front the question (if you want to!)

If the question about your age doesn't come up – yet you sense it's an issue – you could choose to bring it up yourself in a positive light. Remember, you are under no obligation to do this. You should never feel pressured by the hiring manager to share your age.

You might say, "I'm sure you have a lot of questions about me being an older candidate and how that might impact my ability. My years of experience allow me to be quick on my feet with the knowledge to handle situations quickly and efficiently..."

Market your experience instead

Put yourself in the interviewers' shoes, especially if they are younger than you. The last thing they want to hear is how great you are and how much better you can do the job than they can. Use your maturity to ask questions and listen and choose specifics from your experience.

To further "sell" your age to the employer in a positive light during the hiring process, you might share that you have more time and flexibility in your schedule now that your kids are grown, and you would love to focus and put extra energy into everything that's required to get the job done.

Age as an asset rather than liability

Ageism in hiring is never okay. However, it can be hard to deal with unconscious bias. One of the best things you can do is show that your age is an asset not a liability. Going in with the right mentality emphasizes your skill set and strengths for the interviewer while taking the focus away from your age, thus helping you combat age discrimination to get that job offer.

Need to brush up on your job interview skills? Learn more about our career advice and interview coaching services!

This article was originally written by Rhonda Suder and has been updated by Charlotte Grainger.

Recommended Reading: 

Related Articles: