5 ms·

As a general question, why would someone write age/birth date in a CV? Maybe it's different per region, but I never saw this as a strict requirement. Profile pi

As a general question, why would someone write age/birth date in a CV? Maybe it's different per region, but I never saw this as a strict requirement. Profile pictures may be skipped as well (although a good quality image is hardly telling much). As a personal experience, hiring personnel sometimes asked about it, some even told this is required by employer/customer, I told them they can drop my application then - it never turned out to be a problem after all. To note, the problem goes both ways, a teenager can have an impressive portfolio/knowledge and be rejected regardless.

meepmorp 5y ago
> As a general question, why would someone write age/birth date in a CV? If someone graduated university in 1986 (or 1976), it doesn't matter if they've written their birth date on their CV or not.
jp57 5y ago
It's not just age and birthdate. What about the year I graduated college? The year I started working? These are not perfect, but you can put a pretty tight lower bound on a candidate's age with these. You can leave these out, or say, lower your claims number of years of experience, I suppose.
- poisonborz 5y ago
  Per my experience in recruiting, not many will make these inferences during a process, especially with a lot of candidates/large company. But even as such, other "telling" signs can be worked around: - College graduation years can easily be skipped - what purpose do they serve besides the count of years? - You only need to put in the last few positions anyway, anything 10+ years is mostly irrelevant.
TrackerFF 5y ago
One can probably infer the age from things like school/employment dates, or if your CV lacks those, things like number of earlier employers or tech used at earlier jobs. A couple of years ago I played around with this idea that it'd be great with a completely censored hiring process, where at the screening stage you can't really see info such as: - Names are censored or made into generic placeholder names - All dates are removed. And rather than having from/to date of employment, maybe make more general groups, like "short","mid","long" periods of employment. - No profile pictures etc. But then I read some study from France where they tried out just that, and it didn't really help on diversification. Strong candidates still had a much stronger resume, while those you'd want to help up still had fundamentally weaker resumes.

meepmorp 5y ago

> As a general question, why would someone write age/birth date in a CV? If someone graduated university in 1986 (or 1976), it doesn't matter if they've written their birth date on their CV or not.

jp57 5y ago

It's not just age and birthdate. What about the year I graduated college? The year I started working? These are not perfect, but you can put a pretty tight lower bound on a candidate's age with these. You can leave these out, or say, lower your claims number of years of experience, I suppose.

poisonborz 5y ago
Per my experience in recruiting, not many will make these inferences during a process, especially with a lot of candidates/large company. But even as such, other "telling" signs can be worked around: - College graduation years can easily be skipped - what purpose do they serve besides the count of years? - You only need to put in the last few positions anyway, anything 10+ years is mostly irrelevant.

TrackerFF 5y ago

One can probably infer the age from things like school/employment dates, or if your CV lacks those, things like number of earlier employers or tech used at earlier jobs. A couple of years ago I played around with this idea that it'd be great with a completely censored hiring process, where at the screening stage you can't really see info such as: - Names are censored or made into generic placeholder names - All dates are removed. And rather than having from/to date of employment, maybe make more general groups, like "short","mid","long" periods of employment. - No profile pictures etc. But then I read some study from France where they tried out just that, and it didn't really help on diversification. Strong candidates still had a much stronger resume, while those you'd want to help up still had fundamentally weaker resumes.