Paul Hardcastle wrote:
> Manu Abraham wrote:
>
>> A specification like require an Engg. graduate with five years
>> experience in "xyz" does indeed point out one's age. Things put in a
>> different way though.
>>
>>
>> Manu
>>
>>
>
> I was meaning the other way, Manu. Yes, it is acceptable to ask for 'x'
> years of experience, in an area of expertease, but you might have to
> justify that requirement to a court if a disgruntled, passed-over
> applicant decides to litigate. I read of one court case where a guy (I
> think in his late 50's or early 60's) was passed over in favour of a
> younger applicant. The guy won too, because the employer was not able to
> demonstrate objectively skills and experience that the chosen applicant
> had over the guy suing.
>
> I'm not saying age prejudice doesn't happen there, only that it is
> illegal, and maybe happens less and more subtly than it would otherwise.
>
> Since I'm now past the 'employment sweet spot' I'm not in favour of age
> prejudice.
>
> Also, we're not talking actual differences between people in the age
> groups, we are talking about how some employers perceive those age
> groups to be. Maybe those people over 35 know their rights and are less
> likely to accept abuse from their employer.
>
>
You are right in that sense, but these things do happen in the industry.
But a younger guy could be inexperienced for the job, which would not be
the desired effect at that role, and while an older guy can ask for a
larger package, or maybe not as snappy as a younger guy in that same
role. I believe it would depend a lot on the role offered.
But i would also say that HR managers try to make the best use of their
trump card, while it is still with them.
Manu
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