Are AI Hiring Tools Ageist? What Job Seekers Over 50 Need to Know!
By Ray Baptiste
The job market has transformed dramatically in recent years, with AI tools now playing a significant role in the hiring processes. These AI systems, employed by numerous companies, aim to streamline recruiting by scanning resumes, assessing skills, and even conducting interviews through virtual assessments. For older job seekers, especially those over 50, this shift raises an important question: are AI hiring tools ageist?
AI’s influence on hiring isn’t inherently negative, as it can help companies make decisions faster and more objectively. However, recent studies and stories from job applicants reveal some potential pitfalls in how AI can impact older workers, sometimes in ways that may be unintentionally age-biased.
So how does AI work in hiring? Let’s start with trying to understand the potential for age bias and how the most common way AI is used in hiring:
Are AI Hiring Tools Ageist? What Job Seekers Over 50 Need to Know:
1. CV Screening
AI systems can scan a CV in seconds, flagging applicants whose skills, experience, and keywords align with the job description. For talent teams this is a no-brainer for time saving. However, these scanners are often designed to filter based on specific keywords relevant to the job, and these keywords are sometimes more common among recent graduates or younger candidates. For instance, it might prioritise terms like “coding boot camp,” “digital native,” or “social media fluency,” which could be more common in younger applicants.
The solution would be to tailor your CV to include relevant keywords from the job posting, even if it means adjusting your vocabulary. For example, if the job posting lists “digital proficiency,” consider adding this term, even if your experience spans much more than just “digital.”
2. Skill Assessments/Video Interviews
Some companies like to use AI-powered tools to test candidates’ skills through online assessments, getting results in real-time, known as Automated Video Assessments. Some candidates report feeling that AI-based video assessments can be challenging if the system has been designed without consideration of age diversity in expression, tone, and body language, as it is impossible to know if this system has been trained on data from predominantly younger candidates. If that is the case, data from primarily younger applicants may favour shorter work histories, which as a result, could mean that CVs that show extensive experience may come across as “overqualified”.
To overcome this possibility, older job seekers should highlight the last 10–15 years of relevant experience and just summarise earlier roles. This helps AI recognise your CV as one that resembles the format preferred without sacrificing the relevance of your experience.
AI software can now be implemented to evaluate a candidate’s video interview, analysing speech patterns, word choice, and facial expressions. Now whilst these tools offer efficiency, the downside is that relying on algorithms can sometimes lead to outcomes that unintentionally discriminate against older applicants.
Some AI hiring tools analyse video interviews based on certain “ideal” communication patterns, which may inadvertently reflect younger candidates' habits. For example, an AI could be trained to interpret quicker speech as “energetic” or frequent smiling as “engaging.” This puts candidates who might communicate with a different style at a disadvantage. The best solution is to practice before a video interview. There are many tools available such as HireVue or InterviewStream, and these will allow you to record and review your responses which will help you adjust to the AI’s preferred style.
3. How AI Hiring Tools May Filter Out Older Candidates
If you’re an experienced worker and suspect age bias in an AI-driven hiring process, you may notice you are getting automated early rejections despite your qualifications. In some cases even receiving emails within minutes of applying, despite having strong qualifications. This is down to the AI filters, which may exclude applicants who list all their many years of experience or skills that are deemed “outdated” by the system's criteria.
Job Posting Keywords An effective way to adapt your application strategy to work within these AI hiring tools is to make sure you are using job posting keywords; for example, where a job description emphasises “collaborative digital projects”, use similar language when talking about your experience.
Learning and Development Highlighting ongoing learning and development by showing recent certifications and upskilling in relevant areas can help overcome potential AI bias. For instance, adding a certification from LinkedIn Learning, Google, or another recognised source shows that you’re engaged with current industry trends, making your application more appealing to AI systems looking for “current” skills.
Networking and Direct Connections While AI may be the first screening layer, direct connections with hiring managers can still make a big difference. For example, sending a polite follow-up note to a recruiter via LinkedIn or mentioning your application after a professional event can help you get a second look, bypassing potential AI-based filters.
Optimise Your Online Profiles LinkedIn profiles are also scanned by AI, so ensure your LinkedIn experience section reflects keywords relevant to the roles you’re interested in. For example, if you’re a seasoned project manager, update your profile to include modern project management methodologies like Agile or Lean, even if you’ve learned them later in your career.
A Future with Fairer AI
Awareness is growing around potential biases in AI, and some companies are taking proactive steps to address these issues. For instance, some AI firms now specifically train their tools on more diverse data sets to minimise age or gender bias. Additionally, new regulatory efforts require companies to audit their AI tools to ensure fairer treatment for all applicants, regardless of age.
As a job seeker over 50, staying informed and proactive about AI hiring tools can empower you in today’s hiring landscape. AI may be the new “first step,” but employers still recognise and value experience, problem-solving skills, and leadership; qualities that algorithms alone cannot fully measure. By understanding how these tools work and adjusting your application strategy accordingly, you can improve your chances of success and navigate this new hiring landscape more confidently. Remember, your experience is valuable, and AI is just one step in a process that still relies on human judgment.
Ray Baptiste - With over 30 years of recruitment experience, I’ve helped thousands of mid-career professionals and those over 50 find jobs that match their skills and passions. Whether you're just starting your search or fine-tuning your interview technique, I can provide the guidance you need to succeed.
If you're ready to take control of your job search and land your next role with confidence, I’m here to help. Contact me at ray@aionion.co.uk, or book a coaching session to start your journey toward your ideal career.
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