In recruitment, finding the ideal candidate is a constant challenge. Organizations struggle to attract and retain talent, while the candidate with the right competencies might be right in front of them. Let’s zoom in on the importance of competency-driven recruitment without age discrimination or bias.
Leave GRANDMA at home and bring ANNA along.
Does that sound familiar? Common mnemonics in recruitment. Grandma stands for judgments, opinions, and assumptions. We don’t want those, yet we often have them unconsciously. Anna stands for always verify, never assume.
2024 is more woke than ever, and we’re all on the right track. But has age discrimination in the workplace truly disappeared? Unfortunately, the answer is no. Despite age discrimination being prohibited, biases and unfair barriers for both older and younger candidates still often occur. This is also reflected in recent research from CBS.
The unconscious pitfalls of age
Age discrimination can manifest in various ways, often unconsciously. Many companies do this without realizing it. Take a look at your job postings—do you ever find yourself guilty of any of the following?
Job postings with references to age or experience
“Minimum 5 years of experience,” “Recently graduated,” “Is this the perfect side job for you?”
Biases about skills
We often associate young people with innovation and digital skills, while older individuals are seen as experienced and reliable. These stereotypes do not do justice to the diversity of talent within each age group.
Unconscious assumptions about motivation
We sometimes assume that younger people are more ambitious or that older individuals are less flexible. “This candidate is 55+. They probably don’t want to work night shifts anymore.” These kinds of assumptions lead to mismatches and untapped talent.
Chances are your company has also, more than once, (unconsciously) been guilty of the points above. Addressing this requires a cultural shift within your organization. But how do you go about it? The big question is, “What’s in it for me?” Make your employees—and especially your recruiters—aware of the benefits that come with recruiting without bias or age discrimination. After all, let’s be honest, we’re all naturally pursuing our goals.
The benefits of competency-based recruiting with recruitment software (ATS) at a glance.
By selecting based on competencies rather than age, you—as an organization or recruiter—experience benefits and ease of work. Think of, for example:
Wider talent pool
You open doors to candidates you might have previously overlooked. Increase your chances of the perfect match. Skills-based ATS systems match candidates to job openings based on their abilities and experience, regardless of age. At Recrout, we’ve been paving the way in this for some time. Curious how it works? Check out our Skills-Based ATS.
More objective selection processes
By focusing on skills, competencies, and performance, you eliminate (unconscious) biases and give every candidate a fair chance. Competency-driven recruitment software helps you evaluate candidates based on their actual competencies. It reduces bias—and saves time and money!
An inclusive work environment
By leaving age and biases aside, you create a diverse work environment where colleagues feel valued and respected. This leads to increased motivation, innovation, and productivity.
A stronger employer brand
Companies known for being inclusive are attractive employers. Word-of-mouth from ambassadors spreads like wildfire, meaning more candidates with less time investment. More time for an early Friday afternoon drink!
Recruitment tech as a weapon against bias
To sum it all up, most of us want to recruit more inclusively. The reality is that this can sometimes be challenging. Unconsciously, we may use words or systems that aren’t inclusive. Competency-based recruitment becomes easier with recruitment software, or a Skills-Based ATS. Recrout’s software can automatically match and rank competencies and skills. Want to select more objectively and save time? Schedule a no-obligation introduction or a demo.
Conclusion: diversity = success
In today’s competitive world, finding talent is essential for the success of your recruitment process. Eliminate age discrimination and biases, and start competency-based recruiting with smart software today. Embrace diversity, open new doors, discover new talent, and improve your performance. Will you help shape the future of recruitment?
