Employing Old Vs Young



The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Not every person is suited to every job. Some jobs require precision and accuracy; others require networking and presentation. So hiring the right person for the right job is the most important task of any organization. Different job has different requirement. Organization should recruit employee based on the requirement of the job. Only focus on old experienced people or focus on only young talented people can not be a right choice for a company. And this one area concentrated recruitment process is not accurately fulfilling the ethical requirement also.

Impact of employing old experienced people:

2.1. Positive effect:

  1. Experienced people are capable, have common sense and experience, and have demonstrated good successes in the past.
  2. Maturity, stability and reliability of old people are important to an organization. They’re looking to build the rest of their career within a company, rather than moving around like some younger people do.
  3. They provide balance in the team, improve team dynamics, create mentoring opportunities, and have professionalism and a wise head.
  4. They have longer-term commitment to the organization. They’re not clock-watchers and are more committed to doing the task.
  5. They role-model loyalty, discretionary effort and respect for co-workers. The younger ones look up the older ones.
  6. GM Employment Solutions at Telecom, Jo Copeland, said, “Older workers are really valuable in this labor market. The talent pool includes such a broad range nowadays, which employers ignore at their peril.”

2.2. Negative effect:

  1. Experienced workers certainly learned things at their previous job. The problem is that these aren’t always good things, or things that are compatible with the new company’s culture or business model.
  2. It is difficult for the old people to overcome the habit of working strategy, which he followed in past organization according to their culture, goal and mission.
  3. They cannot make them comfortable or adjust themselves easily in a new organization environment.
  4. Older workers are set in their ways, inflexible, and resistant to adopting new methods, processes, or technologies.
  5. When people work for the same organization for long time, sometimes they do not care for their organization they do unethical things for their own profit.

Impact of employing young talented people:

3.1. Positive effect:

  1. Young people are ambitious, enthusiastic and hard worker, theydo not refuse to take huge work load and take any difficult work as a challengeThey are very creative and they can invent new idea or new easy process to do their job.
  2. They love to take challenge and can manage any problematic situation comparatively in a short time.
  3. They can easily cope up with any new technological innovation, any new dramatic changes in organization’s strategy.
  4. Young talented people are very efficient in using any new technology.

3.2. Negative effect:

  1. Young people are normally short tempered and they get tensed quickly in a difficult situation.
  2. Sometimes they expect more from their job beyond their qualification. So they frequently changes their job and moving around form job to job.
  3. Young people need training, and this training program is time consuming and costly.
  4. Sometimes it can be seen that young people do not want to maintain organization culture, work environment. They want to change the rules and manipulate others, which can be harmful for organizations.
  5. There is a tendency to break the rules among the young people. So they do unethical things in their work from which organization’s internal and external environment can be effected.

Nature and requirement of the job:

The recruitment process highly depended on nature of the job. So job analysis and job description is important for hiring a right person. Recruiters first have to understand that what the requirement of the job is and which qualification is needed for that job. Recruiters have to find out what are the duties, responsibilities and qualifications specifically relating to that specific job. Requirement of the job differ by the job types like- some job requires innovative, creative, hardworking and highly enthusiastic people like young talented people And some job needs experience, more precise, diplomatic people who are old experienced people basically. Like in marketing and sales department young people are most applicable, because this kind of jobs needs more extrovert, good speaker and presenter and more convincing people. But old people are usually introvert type; they do not want to expose their selves.

In other hand, in top management level or as a supervisor old people are more suitable. Or a development project of old established organization needs old experienced people rather than new one. The reason is a new young person may not understand that what the organization should developed and which process will be effective for the organization development, because he does not know the whole situation of the organization. Top management level has to take important decision and has to determine the organization’s goal, and old people are right choice for doing this job. In other hand a young people can take wrong decision because of no experience.

Age discrimination and ethical issue in recruiting process:

Discrimination that receives the most public attention is that of excluding qualified persons from employment opportunities because he or she is older in calendar age. The business has a duty in recruiting to fit the job to the appropriate person. Employing only old experienced people or employing only young talented people in a company is not ethical. In this case recruiter discriminate the employee because of their age.

5.1. Age discrimination:

As related to the workplace, age discrimination is the practice of excluding applicants for hire or promotion based on the age of the individual. While many people think in terms of age discrimination as it relates to older employees, the fact is that ageism may involve a young employee as well. Age bias has to do with thinking that the calendar age of the individual will in some manner limit the ability of the individual to perform his or her work responsibilities effectively. Of course, the type of again ageist approach follows the philosophy that an older employee may very well possess the necessary background and job skills, but that they will be much more likely to resist new and supposedly better methods or procedures. Also, there is some concern that the older employee will not be able to provide a term of service that would last long enough for the company to recoup the expenses associated with job training. When age limitation is based on this sort of criteria, the company stands to lose access to what may have been a valuable asset in the ongoing health of the company, as well as running the risk of being cited charged with age discrimination and encountering severe legal issues.

5.2. How to maintain ethical issues in recruitment process:

It is no secret that age-related lawsuits are proliferating. Recruiter must recruit the people based on the requirement of the job. If organization prefers to take more old experienced people because of their background, skill and to avoid training cost then it will be unethical. Because young people can be skilled and qualified for that job but they are not getting the chance to prove them. Other hand if organization only considers the young people as fit for the job to avoid high salary demand of the experienced people then it is also unethical. Recruiters have to follow performance based hiring process. If requirement for the job is experience then recruiter should employ old experienced people. And if it is the case that experience is not necessary for a job then young people should get priority to get the job. An organization’s should ensure equal opportunity to the old workers and young workers. Organization should not have one specific group (old or young) concentrated environment and should maintain its ethical requirement.


At the stages of both recruitment and promotion an ethical question may arise about opportunities for older or younger. The aim of the recruiter must be to identify the best person for the job and must not have a preference for the specific group. Performance and requirement based hiring process should be maintained which is good for business and which is ethical. And employer must ethically follow the entire hiring process. Then employees will get confidence that the will be treated justly and fairly, that they will not be used and then arbitrarily rejected.


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Source by Sanyo

Author: admin