exploring graduate recruitment and age in ireland.pdf

7/28/2019 Exploring graduate recruitment and age in Ireland.pdf

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Exploring Graduate

Recruitment and Age


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

question

3RD Level

Education

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?


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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 66in 2014, 67 by 2021 and 68 in 2028

Employment for 55 to 64 year olds hasincreased by about 10% the past decade (Eurofund,2012)

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


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The Irish Labour Market

DIY chain B&Q specifically

targets older people for

employment

Morgan McKinley survey:

55% of hiring managers intend to recruit new permanent

employees in 2013

70% qualified, experienced professionals30% graduate or entry-level roles


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Diversity in the Work Place and Equity

in Recruitment

Young Lack of

relevant work experience

Mature Nature of pastemployments is not

usually relevant to the

type of work


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Diversity in the Work Place and Equityin 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 likelythan younger workers to lose

their jobs, but when it happens,

it takes longer for older workers

to find a new job


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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.


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Gender

Marital status

Family status

Sexual orientation

Religious belief

Age Disability

Race

Membership of the Travelling

Community


in Recruitment

The Employment Equality Acts 1998-2008


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in Recruitment

Lack of mobility

Higher salary expectations

Lack of flexibility or adaptability

Unreliability

Slower to learnAttitudes and age prejudice of other employees

Repercussions of early retirement policies

Higher costs (because of age-related pay scales)(Goodman, 2005)

Ageism


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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)


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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.


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Survey on Attitudes in Mature

Students Recruitment

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

Young Graduates

Mature Graduates

Age is not important

Do you prefer to recruit young graduates or mature

graduates?

45%

5%

50%

The young graduate

The mature

graduate

New interview

75% have never hired a

mature graduate despite

experience is considered

important or very important

by 90%.

58 small & medium

business of the service

sector in Dun Laoghaire

20 questionnairescompleted


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Mature Downfall


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EMEA Recruiting Coordinator

Aurelija

Gedrime

IADT Entrepreneurship

Graduate 2012


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exploring graduate recruitment and age in ireland.pdf

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