3. I regularly hire women for 65-75% what I pay men. Half a century after the Women's Rights movement, the pay gap still leaves women making 70% of what men make. Yet it was shocking to hear part of the reason why straight from the mouths of hiring managers. The causes are numerous, but if we had to narrow it down to one … women don’t negotiate enough.
One manager offers men and women the same starting salary: “The women simply accept, while the men negotiate. I would have essentially the same candidate, the only difference being gender, and I was paying her $20,000 less.”
Some jobs are truly non-negotiable, like an entry-level role at certain Fortune 100 companies. But far too often, people—especially women—leave money, vacation time or benefits on the table needlessly.
4. I don’t hire old people. Ageism is real. While this may be as simple as discrimination against people who don’t seem as “with-it” as their younger counterparts, we pressed harder for the root cause of why people really care about age. It comes down to learning new technologies.
“Older people have a harder time adapting to newer technologies, and I’d rather not spend the time training them,” one hiring manager confesses.
Casually let it slip that you’ve been working on gaining proficiency in the latest technology in your field. Bringing this up lets the interviewer know that you not only enjoy continuing to learn about the field, but also have no problem adapting to new developments.
5. I prefer to hire someone who’s currently employed. It’s a Catch-22: Hiring managers often would rather hire someone who currently has a job … but of course it’s the unemployed people who need jobs the most. “If you’ve been unemployed for a long stretch of time, it makes me wonder what’s wrong with you,” one hiring manager says.
How can you combat this bias? Continue your education, volunteer your time at your favorite charity or even work or "consult" for free so you have something to write down that may mask a gap on your résumé.