You are going to hire seniors for your tech company Avoid these questions

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The job market unfortunately carries some prejudice against certain social groups. It is the case of ageism, ageism or ageism; whatever the name, it's discrimination against middle-aged or older people. Talento Sênior, a company that recruits professionals over 45 years of age, surveyed the ten most “etaristic” questions asked in job interviews — and which, of course, should be avoided.

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A recent survey by the Association of Information and Communication Technology Companies (Brasscom) found that in 2020 54% of technical professionals were young adults aged 18 to 29 years. The professionals in the group over 50 years old were only 2.7% . In addition, compared to 2015, the percentage of older people fell by 7% among men and 9.4% among women.

According to Cristina Sabbag, head of diversity and partner at Talento Sênior, the sensitive issues most heard by seniors are:


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  • When do you want to retire?
  • Are you a healthy person?
  • Do you have a proper social life or are you lonely?
  • Do you still drive?
  • Can you adapt to a young and innovative environment?
  • Do you know anything about computers and internet?
  • you have good memory
  • Do you have difficulty in stairwell environments
  • Why change profession at this point in the championship?
  • Do you consider yourself young at heart and attitude?
Intergenerational coexistence leads companies to achieve good results (Image: Reproduction/Beth Macdonald/Unsplash)

The HR company also showed that intergenerational coexistence, that is, the interaction between older and younger professionals, leads companies to achieve good results. According to Sabbag, companies can eliminate ageism attitudes through the following actions:

  • Promote individual and collective educational actions on aging;
  • Fighting age-related jokes;
  • Avoid generalizations such as “every old man is sick”;
  • Publicly repudiate any publication or public policy with an age-based bias;
  • Open vacancies only for 50+ professionals;
  • Train managers and teams so that no resumes are excluded based on age or length of experience. Intergenerationality must be represented in work teams in all sectors or areas.

A 2019 poll by the American Association of Retirees (AARP) said that seven out of ten adults enjoy working with people of different generations than their own. More experienced workers appreciate the technological skills, creativity and fresh perspectives of younger colleagues. And younger employees value the wisdom and experience of their older colleagues.

“It is important that the results require the interdependence of tasks and functions and that the integration between them is carried out continuously. So, it is necessary to start planning how to establish integration and maintenance policies for mature professionals in the company and prepare teams and leaders for this reality. Prejudice needs to be fought”, concludes Sabbag.

Read the article on Invasion News .

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