Evidence shows that candidates perceived significantly greater levels of disadvantage when interviewing with recruiters from an older generation, Job applicants being interviewed by a recruiter with a more similar demographic attribute, such as age, will be more positively categorized than those in different age. Moreover, a job candidate being interviewed by an older recruiter with a higher status and more experience, may assume that his or her in-group has a disadvantaged status, resulting in a negative identity.
Typically, such stereotypical behavior results in in-group generational favoritism, inter-group disadvantage, lower prestige and preference for the in-group over the Intergenerational recruiting of out-group. This focus on dissimilarities and lower prestige causes the “out-group” (i.e., the younger candidates) to feel that they have little in common and need to establish credibility with an older recruiter.
Researchers suggest that individuals are motivated to maintain a positive self-identity. When an individual has a need to regain a positive self-identity, he/she may employ “identity management strategies” , such strategies are deployed to compensate for feelings of inadequacy and disadvantage. For instance, younger salespeople dealing with buyers from an older generation tend to compensate for their feelings of inequity by demonstrating higher levels of dependability, professionalism, and exerting a higher level of energy and enthusiasm. A young job candidate interviewing with an old recruiter will feel greater need to demonstrate professionalism, energy and enthusiasm than interviewing with a young recruiter.
Comments