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Two big mistakes that employers can make with online job ads

On Behalf of | Dec 1, 2017 | Employment Law

If you are like many job hunters, you turn to apps and websites like LinkedIn as well as industry-specific job boards to find open positions. You may also follow the social media accounts of companies that particularly interest you. Well-known job resources like Monster.com might also be good places for you to search.

As you read job ads and go through the online application process, watch for two things that might indicate an employer that is not as open-minded as you would like. In fact, some job ads practice discrimination, sometimes in a subtle manner. A lawyer can help determine if an ad is discriminatory under Florida law.

Suggesting who the job might be perfect for

You may see job ads with lines saying something like, “The work would be perfect for a recent college graduate,” or “Ideal for a retired person seeking part-time income.” Such statements tend to slip under the radar but are troubling because it can seem like the employer has a specific type of candidate in mind.

Let’s say a business posts an ad with the “recent college graduate” suggestion. Would it seriously consider applicants who are older than 40? While it is true that college graduates can be any age, many people would read this line and immediately envision individuals in their early 20s. In fact, the EEOC website plainly says that the phrase “recent college graduates” could be illegal.

Problems with platforms and profiles

Sometimes you may not find a problem in the job ad itself but rather with the platform it is on. Many people in their 70s or even 80s search for work, perhaps due to difficult financial times or the simple desire to contribute. Unfortunately, some job search websites limit how far back in time applicants can list dates such as college graduation on their profiles. 

Employers should ensure that the places where they post job ads are as welcoming as possible. And they should certainly avoid illegal discrimination.