More than one in five job candidates over the age of 50 do not disclose their age on their CV in an effort to avoid potential prejudice, a report has found. The research, conducted by jobs site Totaljobs, revealed that the average age at which candidates are deemed too old for a job is 57. This practice puts millions of individuals at risk of being overlooked for employment opportunities due to entrenched ageism in recruitment processes, despite companies facing a notable shortage of skilled workers.
According to Totaljobs, one in seven candidates over the age of 50 have been rejected from a job explicitly because of their age, leading to older individuals hesitating to apply for work. Natalie Matalon, chief people officer at Totaljobs, emphasised the importance of tapping into the knowledge and skills older workers bring to the table, particularly at a time when the workforce is evolving due to an ageing population.
Highlighting the existence of unconscious biases hindering inclusive recruitment practices, Matalon stressed the need for businesses to embrace the experience and diverse perspectives of older workers to address talent shortages effectively. The report, based on a survey of 4,000 adults, also revealed that three in five human resources managers admitted to making assumptions about candidates based on age.
Job seekers over 50 have faced inappropriate age-related questions, been questioned about their health and physical capabilities, and wrongly perceived as struggling with new technologies according to Totaljobs. More than one in five over-50s have opted not to include their age on CVs, underscoring the extent of age-related concerns in the recruitment process.
Sarah Vickerstaff, professor of work and employment at the University of Kent, pointed out that many older workers encounter barriers such as age discrimination and the misconception of being ‘too old’ for available roles despite their eagerness to continue working. While governments have raised retirement ages to extend working lives and reduce welfare costs, Vickerstaff highlighted the broader benefits of fostering an age-diverse workforce beyond economic considerations.