Tackling ageism in the recruitment process

Common prejudices and devaluations include beliefs that young people are fast, tech-savvy, and eager to learn but also inexperienced and therefore seen as incompetent. Conversely, older individuals are often perceived as less willing to learn, less adaptable, and more prone to illness. However, they are considered to have more experience and authority than their younger counterparts. Such assessments of a person's competencies become significant in assigning project leads, recruiting, or promoting. Find out how to make the recruitment process fairer before, after, and during interviews.

What to pay attention to when preparing and advertising a job?

• Job adverts should be posted without age requirements.
• If a classic CV screening is conducted: clearly specify the required skills and experiences before screening. Applicants should then be assessed based on the agreed criteria to prevent bias due to other factors. This approach increases the likelihood that different years of experience or age will not negatively influence the selection.
• Avoid making stereotypical assumptions about a person's living situation and plans based on their age (e.g. family planning, care duties, financial situation, motivation, and loyalty to the employer).

What to pay attention to when pre-selecting candidates?

• Ensure that the selection committee adheres to the agreed criteria and remind each other if age is being unduly considered. Also, avoid age stereotyping (e.g. inferring character traits or competencies based on age).
• When selecting the people accompanying the recruitment process (selection committee), diversity should be a priority; especially regarding gender, social background, nationality(ies), exposure to racism, age, disability and job levels / functions (incl. team members, project staff).
  

What to pay attention to in interviews and case studies?

• The ETH Zurich interview guides are recommended for preparing a structured interview.
• It is illegal to inquire about an applicant¡¯s family planning.
• Interview questions about work experience and motivation are welcome and prevent assumptions based on the applicant's age.
• The interview should be structured ¨C i.e., all applicants should be asked the same questions in the same order to ensure a fair and objective assessment. The quality of the answers should be assessed afterward, with the selection committee having pre-agreed on what constitutes a good answer.
• Case study: if applicants are required to solve a case study addressing a typical problem related to the job, it is advisable for the same (diverse) selection committee to assess the candidates' solutions.

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