Shocking number of companies biased against hiring Gen Z, over-40s — even though age discrimination’s against the law

A surprising number of companies show bias against Gen Z and workers over 40 during the hiring process, a new survey found.

Federal laws protect older applicants from age discrimination and some states have provisions meant to shield younger members of the workforce as well.

But just because ageism is illegal doesn’t mean it doesn’t exist in the workplace, apparently.

Resume Builder surveyed 1,000 hiring managers in March and found that 42% consider the age of job seekers when going over resumes, while 38% admitted to reviewing them with age bias.

According to the survey, hiring managers were specifically biased against Gen Z (36%) and candidates over the age of 60 (34%).

They worried that Gen Z job seekers lack experience, job-hop too often, are unprofessional and have a bad work ethic.

“Much of this sentiment has been exacerbated by the challenges posed by the pandemic, which has disrupted how entry-level candidates learn how to be successful in the workplace,” Stacie Haller, chief career adviser at Resume Builder, said in the release.

“Unlike previous generations, Gen Zers may not have had the same opportunities to acquire foundational skills through on-the-job learning due to remote work arrangements.

“Many companies and managers were unprepared to provide the necessary training and onboarding support tailored to this unique group, further exacerbating negative biases,” she said.

While being too young may hinder some job seekers’ perceived employability, being too old could also be an issue.

Hiring managers shared that they worry an older worker might retire soon, experience health problems, not have updated technological skills and work too slowly.

“Age bias against older workers persists despite changing realities in the workforce,” Haller said.

“Outdated assumptions about retirement, health issues, and technological proficiency continue to plague many hiring decisions. However, it’s clear that these beliefs are no longer aligned in today’s world.”

Although directly asking someone’s age during the interview process could lead to an age discrimination lawsuit, employers have other ways to determine an applicant’s age.

Hiring managers said they can determine a candidate’s approximate age by calculating their years of experience and checking the year they graduated — but employers are nearly split on whether job seekers should include their graduation year on their resumes.

And it’s not even just about how old you are but how old you look that could factor into your job success.

Sitting down for an interview with a baby face was a red flag for 19% of hiring managers. More than one-third recommended that Gen Z candidates “try to appear older during interviews,” according to the survey.

But don’t go dyeing your hair gray and drawing crow’s feet on your face.

The survey found that four in 10 hiring managers said they would be less inclined to consider an applicant who has an “elderly” appearance, while 36% suggest candidates over age 60 try to appear younger during the interview process.

So what’s the best age to be on the job hunt? The same age as the hiring manager.

It seemed that hiring managers were most comfortable hiring people in their age range — most of whom were between 25 and 44 years old.

However, experts note that offices with a wide age range have a wider breadth of knowledge and skill sets that will likely strengthen the company.

“By embracing age diversity and fostering an inclusive environment, companies can tap into a wealth of talent and experience while also attracting and retaining top performers. Ultimately, combating age bias, whether against younger or older workers, is a strategic move that benefits everyone,” Haller said.