Title: Age Discrimination: Older Applicants vs. "Young Pretty People" - Jobscan
Headings: Age Discrimination: Older Applicants vs. “Young Pretty People”
Age Discrimination: Older Applicants vs. “Young Pretty People”
What is Age Discrimination in Hiring?
A Changing Workforce
Why and How Companies Discriminate Against Older Workers
How to Fight Age Discrimination
Stay Current
Trim Down Your Resume and LinkedIn Profile
Don’t List Experience That is More Than 10-15 Years Old
Focus on Specificity
Get More Out of LinkedIn
Fixing the System
The Role of the Recruiter
Is There a Better Way?

Content: This leaves them competing for a limited number of management and leadership roles, but Dobbins is frustrated with the “fallacy” that management is the only path for workers after age 40. “There are certain skills and interests that are required in management, and others that are required in single contributor roles [that] have nothing to do with age,” said Dobbins. ”People who are fantastic at what they do, it makes no sense to force them into management or out of the discipline. Can you imagine an amazing writer suddenly becoming an editor because they crossed a certain age threshold? It makes no sense, and yet that’s exactly what’s happening in a lot of corporate environments.” With expected retirement age rising, this generational tension won’t dissipate anytime soon. Why and How Companies Discriminate Against Older Workers
Not all discriminatory companies are as blatant as Wagadia and Tuerk’s former clients. A company could be blind to their own biases or prioritizing younger candidates because they are looking for traits often associated with youth. A few of the common concerns that lead to conscious and subconscious age discrimination include: Energy and Stamina – The company is fast-paced and frequently requires employees to work overtime.