That’s what John Larkin claims an Exact Sciences recruiting consultant told him after he was not selected for a professional medical sales representative position. It’s also why the EEOC is now suing Exact Sciences for age discrimination.
The EEOC further alleges that the company (either intentionally or inadvertently) backed up the recruiter’s apparent ageism by telling Larkin that his salary demands were too high, but then paying the younger person ultimately more than what Larkin had sought.
According to EEOC regional attorney Mary Jo O’Neill, “Federal courts in age discrimination cases have recognized when employers use words like ‘too senior’ or ‘overqualified,’ to reject a job applicant, that is often just a euphemism for age discrimination, unless those descriptions are based on objective job qualifications.” She added, “Employers should hire the best candidates based on job qualifications, not based on cultural stereotypes about older workers.”
To look at this issue from another perspective, you better know what your recruiters — internal and external — are telling candidates on your behalf … because it’s your corporate butt in a sling if they make discriminatory comments to candidates.