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Review and remove criteria that are not relevant

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Jo brought to TAFEP’s attention a job advertisement of a popular F&B outlet that specified job applicants should be between 19 to 30 years of age. When approached, the firm explained to TAFEP that their needs were for a “trainee manager”. The employer was concerned that older candidates would be over-qualified for this relatively junior position. However, after discussing with TAFEP, the employer realised that it made more sense to assess candidates based on their ability and willingness to do the actual work, rather than using the candidate’s chronological age as a proxy for suitability.

The firm noted the turnover of some of their younger hires when compared to their more mature colleagues. Upon reflection, they agreed that engaging mature workers will not only widen their talent pool but can also bring both experience and stability to their operations. The writer was thanked for his feedback.