Learn How To Intercept Bias

When a hiring committee meets to discuss candidates, it’s a prime opportunity to interrupt age bias when it happens. By refocusing the hiring committee on each candidate’s core capabilities, you’ll make the team more likely to hire the best candidate, regardless of their age.

Flip each card to read about scenarios that include age bias and how you could respond to interrupt the bias. Scroll through to read them all.

IF YOU HEAR THIS

“She seems like she'll want a promotion really quickly.”

Click to interrupt the bias

YOU COULD SAY THIS

“What did you hear in your interviews that made that impression? Let's look to see if she has a history of job-hopping.”

Click to flip back

IF YOU HEAR THIS

“He might have trouble reporting to a younger manager.”

Click to interrupt the bias

YOU COULD SAY THIS

“Cross-generational teams are the norm in most workplaces now. What matters is whether he respects leadership and works collaboratively—age doesn’t determine that.”

Click to flip back

IF YOU HEAR THIS

“He might be overqualified—this role might bore him.”

Click to interrupt the bias

YOU COULD SAY THIS

“That's a fair concern, but there are lots of reasons people might apply for a role for which they seem overqualified. We should explore his motivations rather than assuming he’ll be bored.”

Click to flip back

IF YOU HEAR THIS

“Do you think she’ll stay in the role long enough? She might be close to retirement.”

Click to interrupt the bias

YOU COULD SAY THIS

“We can’t really predict how long any candidate will stay—people leave roles for lots of reasons. Let’s focus on whether she’s the best person for the job right now.”

Click to flip back

IF YOU HEAR THIS

“She’s only been out of school for a couple of years—does she have enough gravitas?”

Click to interrupt the bias

YOU COULD SAY THIS

“She seems very coachable. If we have concerns, we can work with her to evolve her presentation style.”

Click to flip back

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