Have you ever heard someone who prepared very well for their upcoming interview only to frown at going home after being turned down because of their age? It is unfair, right? But age bias is real.

Age Bias in Hiring

While baby boomers, the generation that typically ranges in age from their late 50s to late 70s, were known to suffer from this age discrimination, a new survey has found that many companies now exhibit hiring bias against both Gen Zers, workers in their 20s, and Gen Xers, workers over 40.

Resume Builder surveyed 1,000 hiring managers in March, revealing that 42% factor in the age of job seekers when reviewing resumes, while 38% admitted to having bias based on age during the resume review process. Specifically, the survey found biases against Gen Z candidates (36%) and job seekers over the age of 60 (34%).

What is Driving This Bias?

Concerns about Gen Z job seekers include perceptions of lacking experience, job-hopping tendencies, unprofessionalism, and a perceived poor work ethic.

Stacie Haller, chief career adviser at Resume Builder, noted in a statement that these perceptions have been heightened by the challenges brought on by the pandemic, which disrupted traditional pathways for entry-level candidates to learn workplace skills. Unlike previous generations, Gen Z individuals may not have had the same opportunities for hands-on learning in the workplace due to remote work setups, and this lack of on-the-job training, combined with insufficient support and tailored onboarding from companies and managers, has exacerbated negative biases against them.

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Meanwhile, older workers face apprehensions related to potential retirement, health issues, outdated technological skills, and slower work pace, according to hiring managers.

How Can Employers Gauge An Applicant's Age?

While directly inquiring about someone's age during an interview could potentially lead to an age discrimination lawsuit, employers often use alternative methods to estimate an applicant's age. Hiring managers commonly gauge age by calculating years of experience and checking graduation years. Still, opinions regarding whether job seekers should include their graduation year on resumes vary among employers.

How to Avoid Being Discriminated Based on Your Age?

Monster has consulted experts to provide advice on how to prevent discrimination based on numerical factors and unanimously agrees that it is not required to include your graduation year on your resume.

If opting not to include your graduation date, career coach Ryan Kahn, aged 38 and founder of California-based staffing agency The Hired Group, advises keeping the resume format simple and highlighting all relevant experience prominently at the top, which will attract more attention than focusing on the graduation year.

According to Pamela Skillings, chief interview coach and co-founder of the job coaching program Big Interview in New York, omitting your graduation date will not be a deal breaker as long as your resume showcases impressive qualifications overall.

If you pass the initial screening and your graduation year or age becomes a topic during the interview, the crucial strategy is to demonstrate that you possess the experience, maturity, and all other necessary strengths and abilities to perform the job effectively, Skillings advises.

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