Dear Seniors,
Does age matter in any company? I have a strong view that as long as the employee is capable, it does not really matter so much on the age. I'll still want to employ them. Does a younger workforce contribute more by being more creative and innovative? In fact, certain jobs need accumulated experience. I guess it all depends on individual performance that counts. Any views?
Partho
From Saudi Arabia
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5Does age matter in any company? I have a strong view that as long as the employee is capable, it does not really matter so much on the age. I'll still want to employ them. Does a younger workforce contribute more by being more creative and innovative? In fact, certain jobs need accumulated experience. I guess it all depends on individual performance that counts. Any views?
Partho
From Saudi Arabia
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In this day, there are more issues about age than ever. Though admittedly it is not as pronounced as before, especially in the workplace, where the boundaries and age brackets are slowly disappearing.
In some companies, age is no longer an issue; in some instances, a candidate who is 65 years old can still apply for work and get hired. The UK has laws that are anti-ageism that are opening the work for those who are capable of doing the work, rather than just being the right age for it.
From United States, Latham
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In some companies, age is no longer an issue; in some instances, a candidate who is 65 years old can still apply for work and get hired. The UK has laws that are anti-ageism that are opening the work for those who are capable of doing the work, rather than just being the right age for it.
From United States, Latham
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For Private sector it really doesn’t matters but in Govt or Public Ltd companies age matters. Regadrs Shine
From India, Bhopal
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From India, Bhopal
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dear it can not be a thumb rule for type of job. basically it depends upon nature of job.in some job u require hard work ,in some posts u require maturity.so it depends upon nature of job. j s malik
From India, Delhi
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From India, Delhi
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Interesting question!
Age should not matter as long as a person is contributing meaningfully towards the growth of the organization. However, there is another side of the coin as well. Suppose a company is fortunately having the maximum number of good performers who are getting old. They are kept in employment until they retire. In this case, what will happen to the younger population who are either capable of getting promoted or those who are awaiting their chance to get employed?
Keeping this aspect in mind, my verdict is to keep the 'contributors' but not at the cost of 'new ideas'. Because with the ever-changing business scenario, performance is as important as fresh ideas. There has to be an employment life-cycle; otherwise, the organizational growth can, at a certain point, reach stagnation, which may not be a good idea.
Prashant
From India, Delhi
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Age should not matter as long as a person is contributing meaningfully towards the growth of the organization. However, there is another side of the coin as well. Suppose a company is fortunately having the maximum number of good performers who are getting old. They are kept in employment until they retire. In this case, what will happen to the younger population who are either capable of getting promoted or those who are awaiting their chance to get employed?
Keeping this aspect in mind, my verdict is to keep the 'contributors' but not at the cost of 'new ideas'. Because with the ever-changing business scenario, performance is as important as fresh ideas. There has to be an employment life-cycle; otherwise, the organizational growth can, at a certain point, reach stagnation, which may not be a good idea.
Prashant
From India, Delhi
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Hi,
Yes, age is one of the criteria that we should keep in mind in the selection process.
However, the more important factor is the suitability of the candidate.
It would be accurate to say that the criteria for selection depend on the profile.
Regards,
Brijesh
From India, Mumbai
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Yes, age is one of the criteria that we should keep in mind in the selection process.
However, the more important factor is the suitability of the candidate.
It would be accurate to say that the criteria for selection depend on the profile.
Regards,
Brijesh
From India, Mumbai
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Dear Partho,
Let's assume the following cases:
Case 1:
A team of technical members - between the age group of 25 - 30 is working on a critical assignment. They are well qualified and have been provided the same salary. They are all in the same grade.
One person resigns and for immediate replacement - the HR finds a 45-year-old person, who is extremely good with the job and has the required skills, with more years of experience. The person is in the same range of salary / or he is open for that salary due to personal reasons.
Now, won't this person have an assumed superiority in the team? Won't it become an issue for the other members to accept his views or even ignore because of his age or years of experience?
Case 2 (real-life example - victim: myself)
I have joined a company which has been in the textile industry for long, but never had an HR department. When I joined - and tried implementing a few systems (during the initial excitement), I had a person mock at my efforts and tell others, "This girl must have just been born when I joined the company. Now she is setting rules."
He joined as an assistant - and is still the same with an extended time office role.
I'd rather have a young determined person take care of time role and also have some extended work being performed by him/her. In this way - you are letting the younger generation grow.
According to me - if the person has extensive years of experience but has the same skill set, like any other candidate who has lesser years of experience - and if both have handled the same kind of projects - I guess the senior person has not grown much professionally - he has probably not been identified as a person who can move to the next role.
Nothing is wrong in hiring the senior person as the company/department can boast of the person's extensive years of experience. But what happens to the career growth/path that has already been determined for a person with so many years of experience?
Those are my views.
From India, Madras
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Let's assume the following cases:
Case 1:
A team of technical members - between the age group of 25 - 30 is working on a critical assignment. They are well qualified and have been provided the same salary. They are all in the same grade.
One person resigns and for immediate replacement - the HR finds a 45-year-old person, who is extremely good with the job and has the required skills, with more years of experience. The person is in the same range of salary / or he is open for that salary due to personal reasons.
Now, won't this person have an assumed superiority in the team? Won't it become an issue for the other members to accept his views or even ignore because of his age or years of experience?
Case 2 (real-life example - victim: myself)
I have joined a company which has been in the textile industry for long, but never had an HR department. When I joined - and tried implementing a few systems (during the initial excitement), I had a person mock at my efforts and tell others, "This girl must have just been born when I joined the company. Now she is setting rules."
He joined as an assistant - and is still the same with an extended time office role.
I'd rather have a young determined person take care of time role and also have some extended work being performed by him/her. In this way - you are letting the younger generation grow.
According to me - if the person has extensive years of experience but has the same skill set, like any other candidate who has lesser years of experience - and if both have handled the same kind of projects - I guess the senior person has not grown much professionally - he has probably not been identified as a person who can move to the next role.
Nothing is wrong in hiring the senior person as the company/department can boast of the person's extensive years of experience. But what happens to the career growth/path that has already been determined for a person with so many years of experience?
Those are my views.
From India, Madras
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Age matters when experience is required. Suppose for a CEO/COO/VP position, we should not hire a younger candidate. A person with rich experience and sound knowledge of the market is necessary.
So, in my opinion, age matters and varies with the designation and responsibilities.
Regards,
Pankaj Chandan
From India, New delhi
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So, in my opinion, age matters and varies with the designation and responsibilities.
Regards,
Pankaj Chandan
From India, New delhi
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Ash and Mr. Malik have given good inputs. I also feel that it's a relative thing and depends upon the organization. But I feel age should never be a constraint because you never know the human capabilities, and by not bounding to the age, we keep the doors open to people who do relatively well. But we also need to look at what cost we are doing this.
Even I have seen ads for CEO positions with experience ranging from 1 to 12 years. It's another thing that the likelihood of applications with less experience getting rejected will be very high due to the lack of experience. However, we also know many MBA freshers with minimal experience getting recruited even as VPs.
Our society, human tendency, and thinking have created a lot of boundaries. But originally, human capacity is infinite in all regards - learning, performing, etc.
Regards,
From India, Mumbai
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Even I have seen ads for CEO positions with experience ranging from 1 to 12 years. It's another thing that the likelihood of applications with less experience getting rejected will be very high due to the lack of experience. However, we also know many MBA freshers with minimal experience getting recruited even as VPs.
Our society, human tendency, and thinking have created a lot of boundaries. But originally, human capacity is infinite in all regards - learning, performing, etc.
Regards,
From India, Mumbai
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Age matters a lot in employment in the following cases - some unwritten rules of recruitment:
If there are individuals with a certain number of years of experience in the same functional profile (e.g., technical) within a similar age group, it is better not to hire someone who is more than 5 years older to fit in with the group. This helps avoid unnecessary interpersonal issues within members at the same level.
If the group requires maturity but has individuals with the same experience level, consider hiring someone older. People tend to respect age to some extent; therefore, a senior member by age will have a better chance of being heard compared to others within the same age group. However, it is essential for that individual to prove their worth to earn respect.
By default, all important portfolios should be held by slightly older individuals. While younger individuals can also prove their worth, the question arises: do you have the patience and time to wait and observe?
Regards,
Geet
From Korea, Seoul
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If there are individuals with a certain number of years of experience in the same functional profile (e.g., technical) within a similar age group, it is better not to hire someone who is more than 5 years older to fit in with the group. This helps avoid unnecessary interpersonal issues within members at the same level.
If the group requires maturity but has individuals with the same experience level, consider hiring someone older. People tend to respect age to some extent; therefore, a senior member by age will have a better chance of being heard compared to others within the same age group. However, it is essential for that individual to prove their worth to earn respect.
By default, all important portfolios should be held by slightly older individuals. While younger individuals can also prove their worth, the question arises: do you have the patience and time to wait and observe?
Regards,
Geet
From Korea, Seoul
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