I got an email from a reader that I thought all of you might find interesting. Unfortunately, his observations are all too real, and I've seen it myself. Personally I don't understand the mentality. I would much rather have someone experienced than a young punk who's fresh out of school. He still has all the mistakes to make, and just doesn't have enough experience to pull off a big project like someone who's been there/done that. I don't know... what do you guys think?
Anyway... here's the email.
Client companies have found an illegal way to screen candidates based on age through the use and abuse of 3rd party IT recruiters...
Age discrimination runs rampant through many IT recruiters and their client companies. Is this why there seem to be few older IT workers in IT tech Support? Here in Cincinnati, OH age discrimination occurs daily where younger IT consultants are often given preference for IT contracting jobs over older, more experienced IT workers based in part, on age of the applicant.
I am in excellent health at age 48, look much younger than my actual age, in good finanacial shape, and having problems for the past year in finding a decent IT tech support job due to lack of jobs availability because IT recruiters skip over my 2 page resume due to my age. I have great job refs, up to date on coursework, certs, college degrees and have work experience to satisfy almost any client, but I am told by IT recruiters that they are looking for "younger" candidates. I am often described as "over qualified" (double talk for age) for positions that I apply. Wages were never brought up as a concern by IT recruiters since I am willing to work at "market" rates.
The use of 3rd party IT recruiters is supposed to enable client companies to make better management decisions, however the reverse is true... IT recruiters sometimes screen candidates based on illegal age requirements that open the IT recruiter and client companies to civil lawsuits.
IT recruiters in this area pre-screen resumes based on applicant age and experience. I have talked to several IT recruiters who admit that they are looking for younger "fresh" talent that will get the job done because the client company has specified they only want younger contract workers. There seems to be a employer bias in this area that older workers do not work as quickly as younger workers, despite older workers possibly having more specific work experience.
This client company requirement for "younger workers" amounts to simple age discrimination that is hard to prove because it is the 3rd party IT recruiter illegally screening the candidates based on age, not the client company. Job applicants are not allowed to see job requisition orders from client companies where recruiter notes sometimes detail age requirements.
Most 3rd party IT recruiters are spineless and will not stand up to a client's illegal resume screening requirements. Recruiters are often more concerned with satisfying the client's needs and earn more bucks rather than take an ethical route to express concern about illegal hiring practices based on age.
There are federal laws supposed to protect against this illegal practice of hiring based on age, but client companies deny responsibility saying it is a recruiter problem and the labor hiring laws are seldom enforced by government officials.