Exploring Graduate Recruitment and Age

To hire or not to hire...that is the question

When two graduate candidates with similar academic results and similar skills apply for the same position, would the employer recruit the mature graduate or the young graduate?

3RD Level Education

The Irish population is growing old

1,042,879 people between 45 and 64 Over-60s increasing by almost 15% between 2006 and 2011 (CSO, 2012) Qualifying age for the pension from 65 to 66 in 2014, 67 by 2021 and 68 in 2028 Employment for 55 to 64 year olds has increased by about 10% the past decade (Eurofund,
2012)

By February 2013 jobseekers aged over 25 accounted for 84.1% of the total (CSO, 2013)

The Irish Labour Market

Morgan McKinley survey:
55% of hiring managers intend to recruit new permanent employees in 2013 70% qualified, experienced professionals 30% graduate or entry-level roles

DIY chain B&Q specifically targets older people for employment

Diversity in the Work Place and Equity in Recruitment

Young Lack of relevant work experience

Mature Nature of past employments is not usually relevant to the type of work

Diversity in the Work Place and Equity in Recruitment

Equal opportunities is a concept that seeks to legislate against discrimination
45-65 age group is more at risk of discrimination when looking for a job

Even higher when the jobseeker holds a third level qualification

Older workers are less likely than younger workers to lose their jobs, but when it happens, it takes longer for older workers to find a new job

Diversity in the Work Place and Equity in Recruitment

The Employment Equality Acts 1998-2008 Discrimination is the treatment of a person in a less favourable way than another person is, has been or would be treated in a comparable situation on any of the grounds The Acts are applied to active workers, employers and recruitment agencies, as well as in the fields of access to employment.

Diversity in the Work Place and Equity in Recruitment

The Employment Equality Acts 1998-2008
Gender Marital status Family status Sexual orientation Religious belief

Age
Disability Race Membership of the Travelling Community

Diversity in the Work Place and Equity in Recruitment

Ageism
Lack of mobility Higher salary expectations Lack of flexibility or adaptability Unreliability Slower to learn Attitudes and age prejudice of other employees Repercussions of early retirement policies Higher costs (because of age-related pay scales)
(Goodman, 2005)

Diversity in the Work Place and Equity in Recruitment

Applications from mature graduates:
Low self-confidence Inadequate research Poorly completed or confusing applications Inability to link life and work experience with the needs of the employer Lack of understanding of the organisational culture
(Goodman, 2005)

Diversity in the Work Place and Equity in Recruitment

Often these fears are groundless and can be easily addressed.
When an employer has encountered difficulties in the past after employing mature graduates who did not work at the expected level, these biases are difficult to influence. Biases in selection are common at the interview stage. Negative information tends to be more influential than positive information halo effect and the overall impression tends to be negative.

Survey on Attitudes in Mature Students Recruitment

Do you prefer to recruit young graduates or mature graduates?

58 small & medium business of the service sector in Dun Laoghaire 20 questionnaires completed

Age is not important Mature Graduates Young Graduates

0% 10% 20% 30% 40% 50% 60% 70%

75% have never hired a mature graduate despite experience is considered important or very important by 90%.

The young graduate

50% 5%

45%
The mature graduate

New interview

Mature Downfall

EMEA Recruiting Coordinator

IADT Entrepreneurship Graduate 2012 Aurelija Gedrime