Some employers may assume that older candidates are overqualified for the positions they're applying for, leading them to believe that the candidates will become bored or dissatisfied with the job quickly
Older workers may have higher salary expectations due to their level of experience and expertise, which could be perceived as a financial burden by some employers
Employers may have concerns about the health and wellness of older workers, including potential issues related to sick leave, disability, or healthcare costs
Some employers may assume that older workers are less proficient with technology compared to younger candidates, which could be perceived as a disadvantage in certain roles that require digital skills
Companies may prioritize hiring candidates who fit into the company culture and dynamics, and some may perceive older workers as less adaptable or compatible with younger teams
Employers may assume that older workers are less interested in long-term career growth and stability, leading them to prioritize younger candidates who are perceived as more likely to stay with the company for an extended period
Employers may worry that hiring older workers could lead to potential retirement-related costs or legal obligations, such as pension contributions or retirement benefits
Some companies may have a preference for a youthful or trendy image and may prioritize hiring younger workers to maintain that image, particularly in industries such as fashion, technology, or entertainment