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According to a 2006 study on barriers to entry into the workforce for older workers, "For low demand (HR administrative) positions, the resume of a 25+ year old worker was six to twelve times as likely to be short-listed as the equivalent resume of a 55+ worker." (p.2)
Wilson, M., & Kan, J. (2006). Barriers to entry for the older worker. Research Report. Auckland: The University of Auckland Business School.
"This study explores the nature and rationales for age-based discrimination, as moderated by talent shortages in the New Zealand labour market in 2006. This is an exploratory study in three parts: a field study of matched resumes (of differing ages) mailed to advertised sales and nursing jobs in the North Island; a short-listing simulation for sales, nursing and HRM positions, placing the matched resumes amongst a broader group of resumes to allow us to see not just whether candidates 'made the cut,' but also how they are evaluated by managers in these sectors, and finally, a policy capturing study that involved a review of resumes with managers and recruitment consultants to surface considerations and concerns related to age."
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140 Commonwealth Avenue - McGuinn, 6th Floor - Chestnut Hill, MA 02467
Email: age.work@bc.edu - Phone: 617.552.9195 - Fax: 617.552.9202
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