Gen Z candidates are applying for an average of 24 positions before securing employment, twice the number submitted by Gen X (13) and Baby Boomers (11), according to new research from Totaljobs.
Half of Gen Z respondents (52%) believe their age leads to assumptions of being less reliable or loyal. As a result, 56 percent of younger applicants have considered accepting roles below their qualifications, while 46 percent have removed or adjusted age-related information on their CVs.
These challenges persist despite ongoing skills shortages in the UK, according to Totaljobs’ report, The Age Advantage: Overcoming Age Bias to Hire Experienced Talent. The report calls on organisations to address these biases and focus on harnessing the skills and potential of younger workers.
Impact of Age Bias on Young Job Seekers
Age-related discrimination is a significant barrier for Gen Z candidates. A third (34%) worry about their ability to secure a job due to being considered “too young,” and 44 percent report being explicitly rejected because of their age. This rejection rate is nearly double that experienced by older workers (24%), illustrating the disproportionate impact of age-related bias on young professionals.
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In the recruitment process, 59 percent of HR decision-makers admitted to making assumptions about candidates based on age. Over half (51%) agreed that younger applicants are often dismissed due to a perceived lack of work ethic. Additionally, 47 percent of recruiters acknowledged considering age when assessing a candidate’s cultural fit within an organisation.
Natalie Matalon, Chief People Officer at Totaljobs (part of The Stepstone Group) said, “Younger workers are the future of any business. Ensuring they have opportunities to gain experience and develop their skills is critical for the workforce’s future. However, our research indicates that unconscious biases still prevent many businesses from fully accessing this vital talent pool.
“Businesses that embrace training and onboarding the fresh perspectives of younger workers will be better positioned to address talent shortages and nurture a skilled workforce for the future. While it’s promising that many employers already recognise the value of Gen Z, accelerating efforts to build more inclusive recruitment practices will unlock even more growth opportunities for both businesses and individuals.”
Barriers for Under-35s in the Workplace
For individuals aged 35 and under who have recently changed jobs or are currently seeking employment, age-related challenges extend beyond the hiring process. Almost half (46%) have faced inappropriate questions about their age during recruitment, while 58 percent feel workplace culture tends to favour more experienced employees.
These experiences contribute to hesitation among younger candidates, with 30 percent of under-35s admitting they are reluctant to apply for roles due to concerns about being perceived as too young.
Natalie Matalon added, “Businesses have the tools to tackle these biases and create more inclusive hiring processes. Whether it’s using AI to identify biased language in job ads, forming age-diverse hiring panels, or shifting from ‘cultural fit’ to ‘cultural add’ when assessing candidates, there are many positive and proactive steps businesses can implement to tackle this issue.
“The organisations that act now will not only gain access to a broader, more diverse talent pool, but also take an active part in developing workers’ essential skills and experience. Giving opportunities to younger workers also makes businesses more attractive, improving retention, creating a stronger long-term workplace.”
