Dear Seniors,
Does age matter in any company? I've a strong view that as long as the employee is capable, it does not really matter so much on the age...., I'll still want to employ them. Does younger workforce contribute more by been more creative, innovative? In fact certain job need accumulated experience, I guess all depends on individual performance that counts.... Any views?
Partho
From Saudi Arabia
4Does age matter in any company? I've a strong view that as long as the employee is capable, it does not really matter so much on the age...., I'll still want to employ them. Does younger workforce contribute more by been more creative, innovative? In fact certain job need accumulated experience, I guess all depends on individual performance that counts.... Any views?
Partho
From Saudi Arabia
In this day, there are more issues about age than ever. Though admittedly it is not as pronounced as before, especially in the workplace, where the boundaries and age brackets are slowly disappearing.
In some companies, age is no longer an issue; in some instances, a candidate who is 65 years old can still apply for work and get hired. The UK has laws that are anti-ageism that are opening the work for those who are capable of doing the work, rather than just being the right age for it.
From United States, Latham
In some companies, age is no longer an issue; in some instances, a candidate who is 65 years old can still apply for work and get hired. The UK has laws that are anti-ageism that are opening the work for those who are capable of doing the work, rather than just being the right age for it.
From United States, Latham
Interesting question!
Age should not matter as long as a person is contributing meaningfully towards the growth of the organisation.
But, there is another side of the coin also. Suppose, a company is fortunately having maximum number of good performers who are getting old. They are kept in employment until they perish. In this case, what will happen to the younger population who are either capable of getting elevated or those who are awatinig their chance to get employed?
Keeping this aspect in mind, my verdict goes as to keep the 'Contributors' but not at the cost of 'New ideas'. Because with ever changing business scenario, performance is as important as fresh ideas.
There has to be an employment life-cycle, or else, the organisational growth can at certain point reach stagnation, which may not be a good idea.
Prashant
From India, Delhi
Age should not matter as long as a person is contributing meaningfully towards the growth of the organisation.
But, there is another side of the coin also. Suppose, a company is fortunately having maximum number of good performers who are getting old. They are kept in employment until they perish. In this case, what will happen to the younger population who are either capable of getting elevated or those who are awatinig their chance to get employed?
Keeping this aspect in mind, my verdict goes as to keep the 'Contributors' but not at the cost of 'New ideas'. Because with ever changing business scenario, performance is as important as fresh ideas.
There has to be an employment life-cycle, or else, the organisational growth can at certain point reach stagnation, which may not be a good idea.
Prashant
From India, Delhi
Hi,
Yes age is one of the criteria which we should keep in mind in selection process.
But the more and more important fact is the suitability of the candidate.
It will be right to say the criteria of the selection depends on the profile.
Regards,
Brijesh
From India, Mumbai
Yes age is one of the criteria which we should keep in mind in selection process.
But the more and more important fact is the suitability of the candidate.
It will be right to say the criteria of the selection depends on the profile.
Regards,
Brijesh
From India, Mumbai
Dear Partho,
Lets assume the following cases:
Case1 :
A team of technical members - between the age group of 25 - 30 are working on a critical assignment. They are well qualified and have been provided the same salary. They are all in the same grade.
one person resigns and for immediate replacement - the HR finds a 45 yr old person, who is extremely good with the job and has the required skills, with more yrs of experence. The person is in the same range of salary / or he is open for that salary due to personal reasons.
Now wont this person have an assumed superiority in the team? Wont it become an issue for the other members to accept his views or even ignore because of his age?? or years of experience?
Case 2 (real life example - victim: myself)
I have joined a company which has been in the textile industry for long, but never had an HR dept. When I joined - and tried implementing a few systems (durign the initial excitement), I had a person mock at my efforts and tell others "This girl must have just been born when I joined the company. Now she is setting rules"
He joined an assistant - and is still the same with an extended time office role.
I'd rather have a young determined person take care of time role and also have some extended work being performed by him/her. In this way - you are letting the younger generation grow.
According to me - if the person has extensive years of experience but has the same skill set, like anyother candidate who has lesser yrs of experience - and if both have handled the same kind of projects - I guess the senior person has not grown much professionally. - he has probably not been identified as a person who can move to the next role.
Nothing is wrong in hiring the senior person as the company/deprtment can boast of the persons extensive years of experience. But what happens to the career growth/path that has already been determined for a person with so many yrs of experience?
Those are my views.
From India, Madras
Lets assume the following cases:
Case1 :
A team of technical members - between the age group of 25 - 30 are working on a critical assignment. They are well qualified and have been provided the same salary. They are all in the same grade.
one person resigns and for immediate replacement - the HR finds a 45 yr old person, who is extremely good with the job and has the required skills, with more yrs of experence. The person is in the same range of salary / or he is open for that salary due to personal reasons.
Now wont this person have an assumed superiority in the team? Wont it become an issue for the other members to accept his views or even ignore because of his age?? or years of experience?
Case 2 (real life example - victim: myself)
I have joined a company which has been in the textile industry for long, but never had an HR dept. When I joined - and tried implementing a few systems (durign the initial excitement), I had a person mock at my efforts and tell others "This girl must have just been born when I joined the company. Now she is setting rules"
He joined an assistant - and is still the same with an extended time office role.
I'd rather have a young determined person take care of time role and also have some extended work being performed by him/her. In this way - you are letting the younger generation grow.
According to me - if the person has extensive years of experience but has the same skill set, like anyother candidate who has lesser yrs of experience - and if both have handled the same kind of projects - I guess the senior person has not grown much professionally. - he has probably not been identified as a person who can move to the next role.
Nothing is wrong in hiring the senior person as the company/deprtment can boast of the persons extensive years of experience. But what happens to the career growth/path that has already been determined for a person with so many yrs of experience?
Those are my views.
From India, Madras
Age matters when experience required. Suppose for CEO/COO/VP post we should not hire a younger one for that, a person who is having rich experience along with sound knowledge of market must required.
So, according to me age matters and varies with the designation and responsibilities.
Regards
Pankaj Chandan
From India, New delhi
So, according to me age matters and varies with the designation and responsibilities.
Regards
Pankaj Chandan
From India, New delhi
Ash & Mmr. Malik has given good inputs. I also feel that its relative thing and depends upon organisation. But i feel age should never be a contraing becoz u never know the human capabilities and by not bounding to the age we keep the doors open to the people who do relatively well. BUt we also need to look at that at what cost we are doing this.
Even I have seen add for CEO experience 1 to 12 yrs.. (its other thing that likelyhood of applications with lesser exp get rejected will be very high due to lack of amount of experience but we also know many MBA freshers with few exp get recruited even as VP)
Our society, human tenedcy and thinking have made a lots of boundaries...but orginally human capcity is infinite in all regards - learning, performing, etc..
Regards,
From India, Mumbai
Even I have seen add for CEO experience 1 to 12 yrs.. (its other thing that likelyhood of applications with lesser exp get rejected will be very high due to lack of amount of experience but we also know many MBA freshers with few exp get recruited even as VP)
Our society, human tenedcy and thinking have made a lots of boundaries...but orginally human capcity is infinite in all regards - learning, performing, etc..
Regards,
From India, Mumbai
Age matters a lot in employment in following cases - some unwritten rules of recruitments:
If with certain number of years experience in the same functional profile(say technical) with similar age group people are there,then it is better not to hire someone even >5 yrs older to fit in with the group - avoid unnecessary interpersonal issues within the members at same level
If with same experience level but you need some maturity in the group, then hire someone with more age,because people tend to respect somewhere age ,(one senior by age will have better chances of being heard compared to all others within same age group) but one must prove worth the respect also.
By default all important portfolios must be by people little older,because at lesser age too one can prove his or her worth but do you have so much of patience and time to wait and watch ?
Regards
Geet
From Korea, Seoul
If with certain number of years experience in the same functional profile(say technical) with similar age group people are there,then it is better not to hire someone even >5 yrs older to fit in with the group - avoid unnecessary interpersonal issues within the members at same level
If with same experience level but you need some maturity in the group, then hire someone with more age,because people tend to respect somewhere age ,(one senior by age will have better chances of being heard compared to all others within same age group) but one must prove worth the respect also.
By default all important portfolios must be by people little older,because at lesser age too one can prove his or her worth but do you have so much of patience and time to wait and watch ?
Regards
Geet
From Korea, Seoul
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