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Recruiters shouldn't write off older applicants. Experienced workers have strong work ethic and handle fast-moving environments well. Use scenario-based questions about past performance to assess any candidate's fit, not age.
Recruiters shouldn't write off older applicants. Experienced workers have strong work ethic and handle fast-moving environments well. Use scenario-based questions about past performance to assess any candidate's fit, not age.
Let's assume that you have somebody who's freaking awesome. I would definitely not assume that just because somebody's 10, 15, 20 years older that they're not a culture fit and that they can't hang in terms of being able to go, go, go. Very often in my experience, it's been the opposite. I've just seen people who got a little gray in their hair, myself included, very often come from a generation who knows what it looks like to work. Sometimes others don't. So I I would remove kind of anything that you might have going into it and just interview them like you would anybody else and say, hey, we move fast here. Give me an example of a time when you've been asked to do this and this and this. Anytime you're interviewing, ask scenario-based questions that cause them to give examples of when they performed in a way that you're going to expect them to perform at your company.
