Solving the ageism in recruitment conundrum

I REFER to the letter “Paradigm shift needed to fight ageism” (The Star, March 21).

While the writer rightly highlights the marginalisation of senior talent, a true “paradigm shift” requires us to look at the broader, more complex reality of Malaysia’s current labour market – one that is currently failing both its most experienced and its most energetic workers.

There is a distinct “generational squeeze” happening. On one end, as the writer notes, senior workers (especially those in mid-management) are often sidelined as “too expensive” or “tech-averse” despite possessing invaluable institutional memory.

On the other end, Gen Z graduates are entering the most competitive job market in history, facing an “experience paradox” where entry-level roles require years of prior work and starting salaries remain stagnant against a backdrop of soaring living costs.

​The irony mentioned by the writer – that senior leaders oversee a system that marginalises seniors – extends to the youth as well. These decision-makers often preside over corporate cultures that favour “cheap and fast” over “steady and wise”, leading to a double-edged sword: seniors are pushed out before they are ready, and juniors are locked out because they haven’t “proven” themselves yet.

​To solve this conundrum, we need more than just amendments to the Employment Act. The government should consider tax incentives for companies that maintain a documented balance of “silver” and “junior” talent.

Such incentives could reward firms that implement formal mentorship programmes, where senior wisdom directly accelerates the development of young professionals.

​If Malaysia is to thrive as an “aged nation” by 2044, we must move away from the “zero-sum” myth that a job for a senior is a job stolen from a younger person.

In reality, a healthy economy needs the technical agility of the young and the crisis management wisdom of the old working in tandem.

The real fight isn’t between generations; it is against a recruitment culture that treats human talent like a disposable commodity with an expiration date.

​PHILLIP MR

Seremban