Talent has no age – Why inclusive recruitment should be the norm

With workforces spanning more generations than ever, we still hear one question from candidates across all sectors - “Will my age count against me?” At Glen Callum Associates, it comes up often, and it’s a reminder that, despite progress, many people still feel age can shape their chances.

And the numbers back up why that worry persists. Research from Totaljobs found that 57 is the average age at which candidates are considered “too old” for a role, potentially affecting around 4.2 million people in England and Wales.  

Here’s the reality - age doesn’t define talent. But recruitment practices don’t always reflect that. Old assumptions about what a “great candidate” looks like can quietly influence decisions, and the cost is real. Individuals miss opportunities, and organisations miss out on skill, experience, fresh thinking, and long-term potential. Inclusive recruitment isn’t just a nice idea; it’s a practical advantage for businesses that want resilient, high-performing teams.

When someone asks whether their age will hold them back, it’s rarely an abstract concern. Younger candidates can worry they’ll be dismissed as “too junior” before they’ve had the chance to show what they can do. Mid-career professionals may wonder if employers prefer people who feel easier to “mould.” And older candidates can fear being overlooked entirely, regardless of the value they bring. It’s an understandable anxiety, but it’s built on stereotypes, not truth.

What’s tricky is that age bias often isn’t loud or deliberate. It’s subtle, it’s habitual, and sometimes it’s even well-intentioned. Totaljobs research found 59% of recruiters admit to making age-based assumptions, and 42% have felt pressure to prioritise younger hires.  Those kinds of pressures can show up in job ads that hint at a “young team,” interview questions that frame experience as a drawback, or assumptions about adaptability and tech, whether someone is 22 or 62.

A 25-year-old may bring fresh energy, digital fluency, and the confidence to question established norms. A 55-year-old may bring depth, industry insight, situational judgement, and steadiness that’s been earned through experience. Both are powerful. Both are needed. And if we’re honest, the frustration isn’t limited to older workers either, Totaljobs also found Gen Z candidates submit an average of 24 applications before landing a role, compared to 12 for Gen X and 11 for Baby Boomers.  It’s a sign that assumptions about age, in any direction, can slow hiring down and dent confidence.

At Glen Callum Associates, we don’t recruit to an “ideal age” or a fixed profile. We focus on the person: skills, character, motivation, achievements, and potential. Because the question employers should be asking is simple - If age wasn’t a factor, and you looked only at ability - who would you hire?

Usually, the answer is - the best person. And that’s exactly how recruitment should work.