exploring graduate recruitment and age in ireland.pdf
TRANSCRIPT
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7/28/2019 Exploring graduate recruitment and age in Ireland.pdf
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Exploring Graduate
Recruitment and Age
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To hire or not to hire...that is the
question
3RD Level
Education
When two graduate candidates with
similar academic results and similar
skills apply for the same position,
would the employer recruit the mature
graduate or the young graduate?
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The Irish population is growing old
1,042,879 people between 45 and 64 Over-60s increasing by almost 15% between
2006 and 2011 (CSO, 2012)
Qualifying age for the pension from 65 to 66in 2014, 67 by 2021 and 68 in 2028
Employment for 55 to 64 year olds hasincreased by about 10% the past decade (Eurofund,2012)
By February 2013 jobseekers aged over 25accounted for 84.1% of the total (CSO, 2013)
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The Irish Labour Market
DIY chain B&Q specifically
targets older people for
employment
Morgan McKinley survey:
55% of hiring managers intend to recruit new permanent
employees in 2013
70% qualified, experienced professionals30% graduate or entry-level roles
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Diversity in the Work Place and Equity
in Recruitment
Young Lack of
relevant work experience
Mature Nature of pastemployments is not
usually relevant to the
type of work
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Diversity in the Work Place and Equityin Recruitment
Equal opportunities is a concept that seeks to
legislate against discrimination
45-65 age group is more at risk of discrimination when looking
for a job
Even higher when the jobseeker holds a third level qualification
Older workers are less likelythan younger workers to lose
their jobs, but when it happens,
it takes longer for older workers
to find a new job
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Diversity in the Work Place and Equity
in Recruitment
The Employment Equality Acts 1998-2008
Discrimination is the treatment of a person in a less
favourable way than another person is, has been or
would be treated in a comparable situation on any
of the grounds
The Acts are applied to active workers, employers
and recruitment agencies, as well as in the fields
of access to employment.
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Gender
Marital status
Family status
Sexual orientation
Religious belief
Age Disability
Race
Membership of the Travelling
Community
Diversity in the Work Place and Equity
in Recruitment
The Employment Equality Acts 1998-2008
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Diversity in the Work Place and Equity
in Recruitment
Lack of mobility
Higher salary expectations
Lack of flexibility or adaptability
Unreliability
Slower to learnAttitudes and age prejudice of other employees
Repercussions of early retirement policies
Higher costs (because of age-related pay scales)(Goodman, 2005)
Ageism
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Diversity in the Work Place and Equity
in Recruitment
Applications from mature graduates:
Low self-confidence
Inadequate research
Poorly completed or confusing applications
Inability to link life and work experience
with the needs of the employer
Lack of understanding of the organisational
culture
(Goodman, 2005)
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Diversity in the Work Place and Equity
in Recruitment
Often these fears are groundless and can be
easily addressed.
When an employer has encountered difficulties in the
past after employing mature graduates who did not
work at the expected level, these biases are difficult to
influence.
Biases in selection are common at the interview stage.
Negative information tends to be more influential
than positive information halo effect and the
overall impression tends to be negative.
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Survey on Attitudes in Mature
Students Recruitment
0% 10% 20% 30% 40% 50% 60% 70%
Young Graduates
Mature Graduates
Age is not important
Do you prefer to recruit young graduates or mature
graduates?
45%
5%
50%
The young graduate
The mature
graduate
New interview
75% have never hired a
mature graduate despite
experience is considered
important or very important
by 90%.
58 small & medium
business of the service
sector in Dun Laoghaire
20 questionnairescompleted
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Mature Downfall
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EMEA Recruiting Coordinator
Aurelija
Gedrime
IADT Entrepreneurship
Graduate 2012
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