Recognize that people are living and working longer. Social Security is phasing the retirement age up to 67 and no longer penalizes beneficiaries for income.
Keep in mind that a candidate who has only five years left until retirement may still stay around longer than the average new hire.
Don’t make assumptions about a candidate’s salary requirements.
When evaluating job candidates and employees, use structured methods that will help avoid unwitting discrimination.
Put older and younger workers together on teams so that they can learn from each other.
Provide training, and show that you value skill development by including it in evaluations.
Be sure that everyone who speaks with a candidate knows age discrimination laws. They apply to everyone and not just those who make final decisions.
Set a good example, and make it clear to your staff, human resources department and recruiters that you don’t want to discriminate.
