Facing Age Discrimination in Job Hunts: How Can 45+ Candidates Navigate This Challenge?

Dear Colleagues,

A friend of mine, aged 45 and looking for a job, came across this question in his first-round telephonic interview: "What is your age?" He replied 45. The interviewer said, "We are looking to hire someone under 30 years of age. Our management feels senior people cannot co-exist in harmony with our team, where the average age is 30. Though you meet our requirements, we are sorry, we can't hire you."

My friend, though skilled and knowledgeable, was even willing to settle for a position much less than his previous achievements. I sympathized with him, and immediately many questions came to my mind.

1. Is it wrong to be 45+ and looking for a job?
2. Is this the current recruitment trend or the HR mindset in India?
3. If a person aged 40+ loses his job for whatever valid reasons, is it difficult to get a job in the current market?
4. Do we have a policy to stop age-based discrimination?
5. What do recruiters (under 35 years of age) feel about a candidate who is 45+ and inquiring about a job?

Age only goes up and never comes down for all of us. Any suggestions on how to address this problem? I hope this discussion will benefit all job seekers aged 40+.

Thanks in advance.

Best Regards,
Sundar

Some organizations operate in this manner, and unfortunately, you don't have much choice. It's similar to how some job postings specify "only girls" for PA/Secretary positions, which is gender discrimination. Others may ask, "Are you married?" The interviewer was right in saying that senior people sometimes struggle to coexist with those under 30 because not all senior individuals are flexible. Some have outdated mindsets that can impede an organization's functioning. I've worked with senior people over 60 who believe their opinions are always correct. In government roles, there's a common belief that experience equates to knowledge. They might prefer hiring a 35-year-old with 10 years of experience over a knowledgeable 25-year-old who is tech-savvy. Consequently, someone is inevitably losing out.

Instead of letting your friend feel discouraged, encourage him to keep searching for organizations that are open to hiring people under 30. There are also institutions, like the government, that consider those over 40 suitable for higher positions and pay. Your friend may need to wait until his resume aligns with such opportunities.

If you have 3 lakh rupees and walk into a Mercedes showroom to buy a car, you won't get one. You need to go to a Maruti showroom and buy a Maruti 800. Similarly, search for the right organization.

My intention is not to offend anyone, but generalizations often occur, such as assuming those over 40 are stubborn, inflexible, and not tech-savvy. Just like the stereotype that government employees don't work, I invite you to visit my office and see my work. I've also seen individuals over 40 who are very active and up-to-date with the latest technology in their field.

There's no need to worry. This might be a setback for your friend since he lost his job at this age. One piece of advice: keep trying until it clicks.

Rapid Question Round:

1. Is it wrong to be 45+ and looking for a job?
[NO]

2. Is this the current recruitment trend or the HR mindset in India?
[SAD BUT TRUE, YES. But those HR professionals will surely realize when they become over 45. Actually, many unfortunate things happen in the industry. Some HR only select girls, some prefer the unmarried, some only boys, etc., where illegal things happen, who cares.]

3. If a person aged 40+ loses his job for whatever reason, is it difficult to get a job in the current market?
[Both yes and no. It depends on the field, industry, experience, etc.]

4. Do we have a policy to stop age-based discrimination?
[SADLY, NO]

Once, I refused an applicant (above 40) who applied for the secretary position to the director in our office. She understood the situation herself. She first asked on the phone if there was an age limit. I told her we needed a young girl with a two-wheeler, someone quick, hardworking, with no family commitments, as we had previous issues with someone else. They had family responsibilities, wanted to leave early, engaged in unnecessary chats, shared irrelevant stories, and had no interest in working overtime or using computers. They didn't even know how to take a printout, among other things.

5. What do recruiters (less than 35 years of age) feel about a candidate aged 45+ inquiring about a job?
[Seriously, if the job description mentions a minimum X years of experience required, then there's no issue. It's a case-by-case situation. If the requirement is 10 years after BE, then someone aged 45 making an inquiry would be considered based on the specific requirements.]

So, as per my calculation, instead of blaming the interviewer, ask your friend to explore more options rather than holding onto something someone told him over the phone. Just one telephone call shouldn't dictate his mindset.

Regards.

Addressing Age Bias in Recruitment

Unfortunately, in India, there is a clear bias against middle-aged people during the recruitment process of many organizations. It is mistakenly perceived by many that middle-aged people are not flexible. On the contrary, I feel that individuals aged 40+ are more stable, more dedicated, and above all, more sensible. Experience teaches us what no business school ever can. As far as fitness is concerned, I have seen many men and women over 40 who are leaner and fitter than the younger lot.

It is time for HR personnel in our country to get rid of their biases and start recruiting based on merit, without discriminating against older individuals.

Regards

Thank you for your response and inputs. My friend is not blaming the HR person who refused the job, but I did not like the attitude of this company and the response of this recruiter. This prompted me to start this post.

It's really sad to note that we don't have a country policy to prevent discrimination based on age. I feel we need one for the benefit of the right fit people who are passed over just because they are 40+. Even in our office, we have people 50+ who are more efficient, innovative, agile, and more tech-savvy than millennials.

I could not understand your conclusion properly. Do you think this practice can continue? Do you have any suggestions for methods or practices by which job seekers 40+ can feel they were given a fair chance?

Do you believe all this talk on diversity in the workplace, Equal Opportunity Employment (EOE) are just lip service, and HR people keep repeating this because it is a line printed in their policy?

Thank you again for your inputs.

Warm Regards,

Many thanks for your response. You are right; perceptions and assumptions can be really deceiving. Also, probability theory says assumptions can go wrong every time. I agree HR must hire people based on merit, and this is being practiced by every HR manager who focuses on improving overall value for his company.

Suggestions for Senior Job Seekers

In your opinion, what would you suggest for a senior job seeker to avoid getting discriminated against based on age at the time of the interview? I look forward to more inputs and similar experiences.

Warm Regards,
Sundar

No rules can be properly implemented and followed in India; this is the main problem. If you have worked in HR, you can see that HR is 99% paperwork and 1% real work. All policies are just good on paper to be true and just documented. Other HRs will now go against me, but this is the truth. One more thing I want to make clear is that HR follows some policy of not telling the truth, like giving some sweet reason. I have been to many interviews in the past, and all the HR tells me is "we will get back to you later." I don't understand why they can't tell me that I am not suitable.

I don't agree with your point to make a company compulsorily take a 40+ aged person if they don't require. I hope you did not understand my conclusion correctly. I am saying there are also companies that prefer to hire people above 40. You can ask your friend to try there. If a company has a policy of hiring employees below 30, there should be no compulsion for the company to hire employees above 30. It is up to the company to decide what they want. Regarding age, even in PSU organizations or some IT companies, while recruiting, sometimes they mention that only 2010 passouts BE are required. Now, if I am a 2009 passout, I can also argue why I am not being given a fair chance, after all, I am just one year older than the requirement. From my perspective, no law can be created to compel companies to accept a specific age, gender, post. Every post depends on the company and their needs. I hope you understand what I am trying to convey. Like, you may not find any difference between the work of a 50-year-old and a 25-year-old, but that company might know.

Since your friend came across this situation, you are concerned about this point only. But there are many other points that I know and nothing can be done, already mentioned, like only females, only 2010 passouts, etc.

Why only females for some posts? Numerous job posts on citehr mention only females.

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The Importance of Physical Fitness for Senior Job Seekers

It is very important for senior job seekers to be physically fit as it adds to mental agility. A smart appearance goes a long way in negating a lot of presumptions associated with senior people.

Changing HR Mindsets

Most importantly, HR professionals need to change their thought process and treat everyone equally regardless of their age. If a particular job requires 10 years of experience, it should not exclude people with over 20 years of experience as they also meet the requirements, logically speaking. Having a preset mindset and assuming that a person over 40 would not be able to work long hours or stare at a computer screen for extended periods amounts to the worst kind of preconceived notions.

Thank you for your replies. I am still wondering how a job seeker aged 40+ can better prepare to face recruiters who are under 30 years old.

Dialogue Scenario

Recruiter <30: Sir, your experience exceeds our requirements, so we consider you overqualified. We are seeking to hire someone in their mid-20s.

Job seeker 40+: I agree with you, I may be overqualified. I have always wanted to work with your company due to its credibility, learning opportunities, and growth prospects that you offer. Moreover, I possess the skills required for this role, which is why I have been invited for this interview. My skills, combined with my experience, position me to mentor younger employees and new hires in the company. I believe my expertise will enhance the effectiveness of any tasks I undertake. Additionally, I actively use social media tools and maintain profiles on various networking sites. You are welcome to review my profile, where you will likely find feedback from my connections. Working with younger colleagues will present me with new opportunities to learn, acquire new skills, and adapt to emerging trends. I firmly believe that age is merely a number and not a barrier for individuals eager to learn and excel.

Key Lessons for Job Seekers Aged 40+

1. Developing negotiation skills and maintaining a positive attitude are crucial. This can counteract any negative perceptions held by younger recruiters. Unlike the past, where older candidates were often invited for interviews based solely on their CVs, today's job seekers must be proactive in addressing potential concerns.

2. Job seekers aged 40+ should embrace current trends and swiftly adapt to new technologies. Rather than shying away from professional networking sites, they should actively engage and leverage platforms like LinkedIn for career opportunities.

Dear friends, I am seeking further insights and information on this topic. There may be additional lessons that job seekers aged 40+ can benefit from in today's competitive market. I invite you to share your thoughts and experiences.

Thank you once again for your contributions.

Best regards,

Thanks, Ravi,

Some lessons I can understand for 40+ job seekers from your reply are:

- Do not attend any interview just based on a call when you are sure you don't have the proper skill set.
- Insist on a JD (many organizations provide one). Match your skill sets and accomplishments to be in sync with the JD.
- Many HR people spend very little time looking at CVs. I can say the initial 10 seconds or so will make it for you, or the CV gets trashed. The beginning lines in the CV have to highlight the key achievements instead of a traditional bio-data.
- Customize the CV every time when applying for a position, instead of sending the same general CV for all the posts. Those days are gone.

The above may seem trivial, but it matters a lot in getting shortlisted and securing a job.

Thanks again,

Regards,
Sundar

Yeah, and many times, HR personnel just scan the CV for specific keywords without delving deeper. They may call for an interview based on this cursory glance, only to realize during the interview that the candidate is not suitable. Consequently, they convey that the candidate is not a fit, ultimately wasting the candidates' time.

The Challenges Faced by Older Job Seekers

Suppose that a person aged 35+ or 40+ is the only breadwinner in their family and has no other source of income. They possess the required skills, mingle well with people, are helpful in nature, and are eager to learn.

Should they have to accept job rejections based on impractical reasons given by HR or an interviewer?

Next comes the regular job hunt until they find a company willing to recruit someone aged 35+ or 40+. If an interviewer or recruiter decides, "Many HR people spend very little time looking at CVs. I can say the initial 10 seconds or so will make it for you, or the CV gets trashed," then such an interviewer or recruiter may also offer lower wages or salary.

Realizing the difficulty of the job market, the 35+ or 40+ individual might be compelled to accept a job for low remuneration, taking on the burden of the current price increases of essentials and accommodation.

If a 35+ or 40+ person gets recruited by accepting all the conditional (compelling) clauses of the interviewer or recruiter, they will have a fear of job security. This is because if a person is allowed inside half-heartedly by interviewers or recruiters, what security is there that they would not harass the 35+ or 40+ in the given job, making room for sooner attrition of 35+s or 40+s? I have seen this happen to colleagues while working for a top company.

I have included 35+ because there are, in fact, people who consider even 35+ as old age.

When the government announced the retirement age is 58 years, why are 35+ or 40+ individuals not allowed to get recruited when they already have work experience?

I have a kind of similar problem. I took a break of 4 years after my maternity. Just because I have a gap of 4 years, interviewers reject my resume, and I am only 29. Anything can happen in India.