Colleges and universities across the country have held graduation ceremonies over the past month or so. For employers, that means a tidal wave of new talent hitting the labor pool.
Such “early-career” workers offer great potential. However, you must also consider the compliance risks that may be associated with overemphasizing the pursuit of candidates with minimal experience. Here are some important points to keep in mind.
Getting to know them
Generally, an early-career worker is someone with three years or fewer of experience in a full-time professional role. Often, this refers to a younger individual who has recently completed an undergraduate or graduate degree. But the term can also describe a person who has switched careers by completing a certificate program or some other form of education or training.
There are strong potential advantages of hiring people early in their careers. Typically, they’re eager to learn, grow and gain experience. They often bring fresh perspectives. And it’s probably safe to say that most, if not all, of today’s college grads have an innate familiarity with technology.
Above all, early-career workers represent an investment in the future. Properly onboarded and trained, these employees can play long-term, cost-effective roles in the productivity and success of your organization.
Staying on a safe path
However, there are risks to consider. Overly or clumsily focusing on early-career workers may lead an employer into trouble. For example, in 2022, the U.S. Equal Employment Opportunity Commission (EEOC) filed a lawsuit against a large pharmaceutical corporation alleging violation of the Age Discrimination in Employment Act. This law prohibits discrimination against applicants age 40 or over.
According to the lawsuit, the corporation favored millennials over older workers for sales jobs so its workforce would be “distributed … by generation” in a more advantageous manner. As evidence, the EEOC’s complaint cited a public statement by a company executive announcing a goal of 40% early-career hiring to add more millennials. The company never admitted liability, but it eventually agreed to a settlement that included:
- Paying $2.4 million into a fund for claimants age 40 or over,
- Offering annual equal employment training to managers and HR staff over a 30-month period, and
- Updating their hiring practices.
Obviously, no employer wants to find itself embroiled in a legal action of this kind. Even if liability is never established, the costs and bad publicity can take a heavy toll.
Nevertheless, hiring those early in their careers is an important part of maintaining a stable workforce. To stay on safe ground, establish and regularly verify that your hiring practices are age neutral. Beware of using words such as “fresh,” “energetic” and “high potential” in job postings. Such words or phrases can indicate an age bias.
In addition, never discourage applicants above a certain age from applying. And don’t “grade them lower” for having minimal social media presence or a “dated” college degree.
Taking your time
If your organization is hiring or plans to, take the time to identify your ideal job candidates. Meanwhile, work with a qualified attorney to ensure your hiring practices are equitable and compliant with legal requirements. Contact us for help identifying and measuring your hiring costs.
© 2025 TopLine Content Marketing Team
