Breaking Bias and Building Better Recruitment Journeys
Have you ever felt like you’ve been deemed “too old” for a role?
You’re not alone. According to Tribepad’s Stop the Bias Report 2024, ageism remains one of the most persistent barriers in hiring. Despite progress in diversity and inclusion, many candidates still experience bias based on age—whether they’re considered “too young” or “too experienced.”
Why This Matters for Businesses
Bias isn’t just unfair—it’s bad for business. When organisations overlook talent because of age, they:
- Miss out on experience and wisdom that can drive innovation.
- Limit diversity of thought, which is proven to improve performance.
- Damage their employer brand, making it harder to attract top talent.
The Role of Objectivity in Recruitment
Inclusive hiring starts with objective processes:
- Structured interviews: Reduce subjective judgments.
- Skills-based assessments: Focus on capability, not assumptions.
- Transparent criteria: Make decisions based on evidence, not stereotypes.
Coreus and #OptiHire
At Coreus, our #OptiHire service is designed for SMEs who want to:
- Embed inclusive hiring practices.
- Improve hiring velocity without sacrificing fairness.
- Build recruitment journeys that celebrate individuality and diversity.
Because age should never be a barrier to opportunity—and inclusion should never be optional.
Question for leaders:
Is your hiring process truly objective—or is bias silently shaping your decisions?
David Dand - Coreus Founder & Director
David Dand founded Coreus, the specialist talent acquisition consultancy based in Brighton and London. He has spent over 15 years in senior HR and recruitment roles, including time at global firms such as EY and Roche. He is CIPD Advanced HR Level 7 qualified, a licensed career coach and accredited in Hogan psychometric assessment. David built Coreus to help ambitious SMEs compete for the best talent in skilled and regulated markets.
