The ‘dawn of a new age’. Sound familiar?
Our age seems to affect a lot of things in life and in particular, the workplace; Our pay, our ‘ability’ to do the tasks & projects we are set, how we are treated, how others perceive us… To name a few.
In the news this week, the BBC posted an article titled ‘Just the job? When interviews go wrong’. It tells the tale of the time when Katherine Irvine attended a job interview for a Recruitment Consultant, and it all went a little wrong…
The normal thought on the hiring managers’ mind is whether the candidate has the relevant skills and experiences that the Client is looking for, right? Not for Kathrine. Whilst participating in a group interview, the person interviewing them made a comment that she and the others in attendance were ‘older’. She says “”There were concerns about us being able to work long hours””. Katherine is 37, may I add. As if that wasn’t bad enough, she was then asked by the same interviewer “”What do you think? Do you think you’re too old?””. Not normal practice for a job interview by any means and highly offensive. Are our hiring managers really going to discriminate against potential Talent based on their age over their capability to perform at work?.
If anything, the older the candidate the more experienced, right? Under the ‘relevant skills and experiences required’ section on a job advert have I ever see the phrase “”Must be of … age””. Such criteria are usually ‘At least 2 years+ event industry experience’ , ‘Knowledge of using delegate management registration systems’ or ‘Experience in managing a team of 50 or more’. Never has there been a mention of age and the ability to perform or ‘work the long hours the events industry demands’.
According to the article, age was not the only offensive question asked to interviewing candidates. One ‘mature’ student, Kevin Helton was asked “”You used to be in the Army, how many people have you killed?””. Unless Kevin was applying for a role as an assassin or a Marine, this question should not have been asked as it was irrelevant and intrusive.
royall are aspiring to change the way the Events & Live Communications sector view potential candidates by applying Human Fit. royall do not match candidates skills and experiences to a list of criteria from a job specification – our talented team with over 50+ years combined experience – work closely with you to uncover what are your passions, your purpose and your promise. What will you bring to the industry? We are not a CV search and send agency, we are aspiring to be the only Event and Communications recruitment, employer brand and talent development consultancy. We value and develop our talent, clients and the royall team equally.
Don’t worry future candidates, as long as you go into the interview with a firm hand-shake, a smile on your face and a stand-out CV that matches the hiring managers requirements for the role, you’ve got nothing to worry about. And if you do get asked a ‘compromising’ question, be dignified and manipulate the answer so that the outcome puts the ball in your court, that way you are still answering the question but to your own advantage and without being offended.
Read the full article here: http://www.bbc.co.uk/news/business-39818120”