This is the fourth in a series of four reports by ManpowerGroup Solutions
analyzing the results of a proprietary Global Candidate Preferences Survey
Clocking Back In:
BOOMERANG WORKERS
2 Clocking Back In: Boomerang Workers
Age discrimination in hiring practices remains an issue
in some countries despite an increased awareness
globally and with many markets moving toward better
protections. A signifcant number of global candidates
perceive the pinch of age—at both ends of the
spectrum—as a challenge to their career aspirations.
What candidates may not realize, however, is that some
organizations are embracing generational diversity as
a way to overcome the talent shortage. They are hiring
boomerang workers (retirees) to fll open positions and
view the group as an untapped source of talent.
To better understand how employers can leverage
global candidate preferences and perceptions,
ManpowerGroup Solutions, the world’s largest
Recruitment Process Outsourcing (RPO) provider,
surveyed nearly 4,500 job seekers in October 2015.
The global candidate preferences survey was felded in
fve infuential employment markets around the world
(United States, United Kingdom, Australia, China and
Mexico), and questions ranged from job search practices
and preferences to motivators for change. A number of
important trends and market-based differences emerged
along with insights about how global companies and
other employers can recruit and retain top talent.
The fourth in the series, this report explores one
of the biggest career advancement challenges
global candidates face: ageism. The research results
also highlight the fact that ageism remains an often
undiscussed problem for multi-national corporations,
as well as why a generationally diverse workforce can
enhance business success.
Introduction
3 Clocking Back In: Boomerang Workers
OVERT AND COVERT AGEISM
More than one third of candidates globally (34 percent) believe ageism is one of their biggest
career challenges. Second only to “access to quality jobs,” the perception that a candidate’s age
is a liability surpasses factors such as a lack of technical and/or general skills, access to continuing
education and gender bias in personal career advancement.
Digging deeper into the topic, candidates’ perceptions of bias may be driven by both overt
and covert factors.
The research shows that ageism is on top of employees’ minds. While other aspects of
hiring discrimination have received more attention, ageism, on the other hand, seems like
a topic that is not talked about enough. There is still a lot of work that needs to be done.“
ANNE GERRITSEN
Research and Public Relations Manager
ManpowerGroup Solutions, Australia
“
Some countries do not have restrictive laws against such practices or
do not enforce them.
Even in markets where employers are prohibited from discriminatory hiring
practices based on age, the generational divide between Gen Xers (35-50
year olds) and Gen Yers (18-34 year olds) may contribute to some workers
feeling noncompetitive in today’s job marketplace.
In markets where companies proactively seek to eliminate age restrictions
on job postings, it may still be common for candidates to list age on their
applications or resumes.
In markets with relatively new laws preventing age discrimination,
long-time hiring managers may have diffculty changing their behaviors.
淘宝店铺
“Vivian研报”
首次收集整理
获取最新报告及后续更新服务请在淘宝搜索店铺“Vivian研报”
或直接用手机淘宝扫描下方二维码
4 Clocking Back In: Boomerang Workers
1 Society of Human Resource Management, “Intergenerational Confict in the Workplace SHRM Poll, 2011.
https://shrm/hr-today/trends-and-forecasting/research-and-surveys/Pages/intergenerationalconfictintheworkplace.aspx
It is not just older candidates who perceive ageism as a challenge; nearly one in four global
candidates aged 18-24 say ageism is one of their personal career challenges. Persistent
myths and stereotypes of millennials that make some managers less eager to hire them include
their dissatisfaction with entry-level work and lack of loyalty to institutions. Technology has also
undoubtedly contributed to the divide between the oldest and youngest workers and can create
generational tensions in work style and communications. The Society for Human Resource
Management’s study of Intergenerational Confict in the Workplace Survey found that 31 percent
of young workers believed their manager had an aversion to technology.1
43%
34%
27%
24%
20%
20%
18%
15%
Top Career Challenges Among Global Candidates
Ageism
Lack of Awareness
of Quality Jobs
Lack of General Skills
Lack of Information
about Growth Industries
Access to Continuing
Education
Lack of Access
to Quality Jobs
Gender Bias
13%Lack of Role Models
Lack of Technical Skills
11%Cultural Bias
。。。以上简介无排版格式，详细内容请下载查看