Oh, hell no.....

21 Comments

1. Sheila LambApril 4,2024 at 8:41PM UTC

   They should have a section to choose not to respond. I feel the same way when they ask for me to tell them who I sleep with.

2. AnonymousApril 4,2024 at 8:52PM UTC

   Exactly! It was not an option.

3. Angela LeidheiserApril 4,2024 at 9:00PM UTC

   Right!?! Like its no one’s business what anyone’s adult age or sexuality is. Its crazy!

4. AnonymousApril 4,2024 at 9:15PM UTC

   Dont think you want to do that if you are serious about applying for this role

5. AnonymousApril 4,2024 at 10:45PM UTC

   I have seen that before as well and I always assume it’s ageism. Not all of them give the option of not answering sadly.

   The ones that get me are the ones where they want to know if you’ve filed for unemployment, food stamps, etc., recently. Supposedly it’s some tax credit but really none of their business.

   One company wanted my social security number just to apply. Nope.

6. AnonymousApril 5,2024 at 1:04AM UTC

   It's a tax credit: hire those to get them off the state dime- some will hire irregardless if qualified!!!

   I wouldn't give out my SSN until offer

7. Nichole SimsApril 5,2024 at 12:53AM UTC

   These are diversity questions that, in a perfect world, companies can use to determine if anyone on their team is, in fact, discriminating.

   For instance, Bill always turns down females, or Ann always rejects anyone who isn't a new graduate.

   That reveals a need for conversations about bias, training, or, if it's severe enough, disciplinary action.

   When I was a recruiter, I could not see that information when reviewing applications. It was only available in monthly or annual reports when we did our due diligence to make sure our % of hires in diverse categories matched our applicant pool.

   The orientation questions are newer. While it's 'easy' to discern ethnicity or race, orientation is not so easily discerned which means it can be easier for biases to run rampant in the interview process. So it is an attempt (perhaps some might say misguided) to promote inclusivity.

8. AnonymousApril 5,2024 at 1:07AM UTC

   It is not legal to ask unless there is a statement that these are the EEOC questions and will not be shared with the recruiting or hiring team. Specific jobs (generally federal, military, correctional, or first-responder types of jobs) have age range limits, like over 21 (specific jobs with licensing requirements) or younger than 45 (primarily military). These requirements have legitimate legal (sometimes physical) requirements that would make it legal to ask this on an application, but the JD would list that as a requirement.

9. AnonymousApril 5,2024 at 12:35PM UTC

   Yup I’m in recruiting and people are struggling the most are older 40 and up workers that have been laid off.
   I’ve seen hiring managers pick younger candidates again and again. They don’t want to pay for years of experience.

10. AnonymousApril 5,2024 at 9:54PM UTC

    Which ends up costing them more when they have to go back and do what they should have done to begin with-hire the right candidate. You can be a total rockstar in your 20s, but there are simply so many things that you will not know until you get those years under your belt.

11. AnonymousApril 5,2024 at 12:43PM UTC

    Sadly, nobody cares about ageism until it starts affecting them.

12. AnonymousApril 5,2024 at 3:04PM UTC

    OP here-I'm in Illinois and I looked it up because I was going to report them to the EEOC, but this is what I found: Federal law does not prohibit employers from asking employees or job applicants about their age.

13. Explorer168843April 5,2024 at 4:05PM UTC

    In California that is illegal. A professional recruiter suggested including dates of graduation because for C suite jobs he has his team do a deep 360 dive and find that stuff out. I don't like the age inclusion personally, over half of people over age 50 are discriminated when seeking employment.

14. AnonymousApril 5,2024 at 6:06PM UTC

    This is illegal in many states. Do not respond to this question and for certain never give your date of birth. With the advent of technology you expose yourself to scammers and identity theft.

15. Jacqueline ThompsonApril 5,2024 at 6:36PM UTC

    I've experienced this twice - one in an online job application, the other in which the recruiter told me I needed to provide my birthdate to be considered for the opportunity. I thought this was illegal.

16. AnonymousApril 5,2024 at 9:52PM UTC

    I did, too! The federal law says it's not illegal to ask but it is illegal to use the information to discriminate. As if, right??? Useless.

17. AnonymousApril 6,2024 at 2:44AM UTC

    That is against the law!! I would report them

18. AnonymousApril 6,2024 at 12:27PM UTC

    Because there is very little enforcement of a discrimination, companies are getting VERY bold, especially in the tech industry.Because there is very little enforcement of a discrimination, companies are getting theory bold, especially in the tech industry. I recently completed an app for the second largest AI company only to get to the end and they had age ranges that were mandatory to be completed. When I chose my honest age range, "over 49" - surprise surprise. I wasn't considered for the role.

19. AnonymousApril 6,2024 at 12:41PM UTC

    Oh dear, this is a major red flag. My gut would tell me this isn't a great place to work and not good enough for you. If that's the culture it could also meant that there is insecurity and stressors in the workplace - what happens to employees in the company once they hit 40 or above? Are they flung on the slap heap- managed out or undermined to the extent they leave/ constructive dismissal? Unless you really love the idea of working there and happy to try it for a while, I'd run for the hills and focus your energy on other more enlightened options.

20. AnonymousApril 6,2024 at 8:19PM UTC

    That is SOOOO ILLEGAL! Run like the wind away from that company.... If they are so bold as to ask that question straight out, I can't imagine what else they would be shameless enough to do. I would report that whole thing to EEO and do so ASAP.

21. AnonymousApril 6,2024 at 8:57PM UTC

    Name and shame. I'd post about this on linkedin tbh. Lots of movements that protect people in the workplace start with speaking about it on more public platforms.