In a recent survey conducted by Resume Builder, it was revealed that hiring managers harbor significant biases against both Gen Z and older job seekers. This bias persists despite strong job markets, highlighting ongoing age discrimination issues in recruitment processes.
A survey by Resume Builder found that 36% of hiring managers are biased against Gen Z candidates, while 34% hold biases against older candidates. The survey, which included 1,000 hiring managers, showed that 42% consider the age of applicants when reviewing résumés. To avoid potential age discrimination, experts like Stacie Haller recommend omitting graduation years from résumés. Despite legal protections against age discrimination, proving such bias remains challenging. The survey also noted that hiring managers often discourage "elderly" appearances for older candidates and suggest younger applicants try to appear more mature.
The generation of people born from the late 1990s to the early 2010s.
Prejudice or discrimination based on a person's age.
Understanding the potential for age bias is crucial for new tech career seekers, especially those from Gen Z who might face stereotypes about inexperience or unprofessionalism. By tailoring résumés and interview strategies to mitigate these biases, young professionals can enhance their job prospects and navigate the job market more effectively.
