Age based approach for employment: right target?

Jerry Martin

New member
Sometimes, the focus is on the age. Human Resources directives can be an extended range of allowed ages, or a narrower range to match more the expectations. But age are really helping the matter here?
I know age can be tied with experience, but age-based approaches doesn't guarantee experience, it just says that you can't expect experience when someone just got into the job market. But maybe some are better than others, and non-age specific approaches should be chosen. Why would you need to provide a range? For what reason you choose that target? Will it really help and describe the right type of people needed for your job. That's the whole bunch of questions.
 

Norm

New member
Re: Age based approach for employment: right target?

I think age is a good enough measure of the general area when people are appropriate for the position or not. There are exceptions, but usually you can see the actual mental age of those exceptions to be around the same level of what actually is needed. There is a level of maturity necessary in certain tasks whereas some positions don't necessitate as much self awareness and for those you could be less concerned with age but I think the more important the position is the more mental maturity and experience comes into play.
 

Jerry Martin

New member
Re: Age based approach for employment: right target?

I think age is a good enough measure of the general area when people are appropriate for the position or not. There are exceptions, but usually you can see the actual mental age of those exceptions to be around the same level of what actually is needed. There is a level of maturity necessary in certain tasks whereas some positions don't necessitate as much self awareness and for those you could be less concerned with age but I think the more important the position is the more mental maturity and experience comes into play.
I am looking for targets, you know. For metrics that are suitable to the task. But choosing wrong metrics can lead you only to wrong results, or at least to meaningless results. And if it happens to be the same result than the one done with the right metrics, it could be only a luck, and nothing else.

That's why I am questioning this metric and wondering if it's right or wrong and your answer rather leads me to something confusing: you look for it to know the experience. I would ask, then, why don't you ask the experience at the first glance, instead?
 

Corzhens

Member
Re: Age based approach for employment: right target?

I understand the concern of the HR when it comes to discrimination that is related to the job position. Take the case of the warehouse custodian for night duty, they require a younger guy who is male. The custodian stays in the warehouse together with the security guard on duty. An older guy or a woman would have a hard time in carrying the stocks for arranging in the racks or cabinets since some items like computer CPU are heavy. And with the delivery people, the same applies that they need younger and stronger guys.
 

Jerry Martin

New member
Re: Age based approach for employment: right target?

I understand the concern of the HR when it comes to discrimination that is related to the job position. Take the case of the warehouse custodian for night duty, they require a younger guy who is male. The custodian stays in the warehouse together with the security guard on duty. An older guy or a woman would have a hard time in carrying the stocks for arranging in the racks or cabinets since some items like computer CPU are heavy. And with the delivery people, the same applies that they need younger and stronger guys.
Abnormal discrimination is one thing that should be excluded as much as possible, anyway, because you shouldn't filter without a reason. You're right to filter, but you have to filter for the task and the job you are giving.
Now, the problem is it's not only a matter of that. It can be also a management error to choose age as a basis where some other specifications looks more like relevant. For example, if you want to carry around and manage resources of a warehouse, you don't need that much younger, you would need someone able to durably manipulate pounds of resource. Not the same thing. Why don't you try to see how they are good at that?
 

Norm

New member
Re: Age based approach for employment: right target?

I understand the concern of the HR when it comes to discrimination that is related to the job position. Take the case of the warehouse custodian for night duty, they require a younger guy who is male. The custodian stays in the warehouse together with the security guard on duty. An older guy or a woman would have a hard time in carrying the stocks for arranging in the racks or cabinets since some items like computer CPU are heavy. And with the delivery people, the same applies that they need younger and stronger guys.
I agree, I think this is the most practical way to go about it. Even if there is a possibility of exceptions that might pass, most of the time it's much more efficient to just rely on the standard because even though it is entirely possible for older men or even women to perform tasks like this, it's unlikely they will be able to outperform someone who has the best conditions to pull it off. Also, most applicants will probably also be in that demographic so you might have to go out of your way to find another type of person anyway.
 
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