An eye on young people: tech companies prefer to hire millennials

Young people are majority in technology companies. Because they are more flexible, dynamic, and frequently changing organizations, it is natural for the profile to match younger people.

However, such a preference has sparked controversy as companies such as Facebook, Google, and others in the industry are creating recruitment ads targeted to specific age groups - which prevents older people from seeing the vacancy in your feed.

This habit of organizations has led Communications Workers of America in San Francisco to file a class action lawsuit in federal court against companies that are using age filters for hiring. The group claims that the measure is discriminatory and harms candidates over 40 who seek opportunities in the market.

In defense, Rob Goldman, vice president of Facebook ads, said age-targeted job ads, when used responsibly, help employers find workers of all ages.

Still in the statement, Goldman compared the practice done online with job advertisements in magazines or on TV shows aimed at younger or older people. "What matters is that marketing is broadly based and inclusive, not just focused on a particular age group."

Does age really make a difference?

To employers, it seems so. Visier's report reveals that the generation known as Baby Boomers, born in the 1950s and 1960s, are the least hired at tech companies (60 percent less compared to younger generations).

Those born between the late 1960s and early 1970s, better known as the X generation, are also easily dismissed by technology-focused organizations. The hiring of these professionals is 33% lower compared to the most recent generations.

This race for jobs is highlighted by Generation Y and the Millennials, the latter owning 50% of the vacancies in technology companies.

By contrast, in practice the extra years do not have major impacts on the routines of companies. Even younger professionals help send turnover rates up: 30 percent quit, while 10 percent of the baby boomer and X generation have the guts to quit.

Must there be a rule to advertise these vacancies?

With that fact, the big question remains: Do we need clearer, more standardized job posting policies for businesses?

The answer is still uncertain, but worth the thought. The way to advertise vacancies has changed. More and more companies are using Facebook, LinkedIn, recruiting websites to find talent. In parallel, hardly a person today takes to the streets and leaves their resume printed in companies.

So if the market is changing, then the way we look for jobs today is unlikely to be the same in a few years. Facebook itself has created its own job search feature recently, eyeing this new business opportunity.

Is that you? Do you agree with the age filter for ad serving or do you think it will be a measure that can hurt job seekers? Tell us in the comments!

An eye on young people: tech companies prefer to hire millennials via TecMundo