Age-Inclusive Job Descriptions: Phrases to Avoid and What to Use Instead

When you write age-inclusive job descriptions, you open your company to a wider, more skilled pool of candidates and strengthen your reputation as an employer of choice. Ageist language can limit your reach, expose you to legal challenges and convey that your culture does not value every generation, even when unintentional.

Today’s workforce comprises multiple age groups that contribute unique strengths. You cannot afford to let biased wording hold you back. It is essential to recognize exclusionary phrases and replace them with skills-focused, inclusive language that highlights what a person can do, not how old they are.

The Impact of Ageist Language in Hiring

Age bias in job descriptions usually hides behind phrases that sound harmless but carry big consequences, like “recent graduate,” “high energy” or “digital native.” These terms suggest you are only interested in younger candidates and discourage experienced professionals from applying.

A survey revealed that 99% of U.S. workers over 40 said there is some level of ageism in the workplace, which shows how deeply this problem runs. When your job postings reinforce bias, you limit your talent pool and cut off the innovation that comes from blending different generations. You also risk damaging your business’s reputation, since age-exclusive language makes you appear outdated and unwelcoming.

Phrases to Avoid in Job Descriptions

Many job descriptions unintentionally include phrases signaling age preferences, even when that is not the goal. By recognizing and replacing these terms, you can create postings that attract talent of every generation.

“Digital Native” or “Tech-Savvy Young Professional”

Using phrases like “digital native” or “tech-savvy young professional” sends a message that only younger candidates are welcome. These words suggest that age is tied to ability, reinforcing harmful stereotypes that older professionals are friendly but less responsible, intelligent, or ambitious than their younger peers. That perception discourages highly qualified applicants from applying and undermines your credibility as an inclusive employer.

Focusing on specific capabilities instead of age-coded terms makes your posting clearer and more inviting. For example, instead of saying “digital native,” write “proficient in [specific tools/technologies].” It tells candidates exactly what is required and attracts applicants of all ages who can confidently demonstrate the required skills.

“High Energy” or “Work Hard, Play Hard”

Describing a role as needing “high energy” or promoting a work-hard-play-hard culture risks alienating experienced professionals who may not resonate with that lifestyle but are equally capable of excelling in the position. These phrases often come across as coded language for youth, which makes older candidates feel like they will not belong, even if they have the skills and motivation to succeed.

Instead of leaning on language that hints at age or personality type, focus on qualities that drive performance. Say you are looking for a “collaborative and motivated team player,” which shows you value mindset and contribution over age-coded energy levels. This way, you attract people who share your values and are ready to work without making it sound like you only want recent graduates pulling all-nighters.

“Recent Graduate” Without Flexibility

Asking for a “recent graduate” or limiting your requirements to 0 to 2 years of experience might seem like a way to define an entry-level role. Still, it clearly signals that you are only interested in younger candidates. This phrasing can discourage mid-career professionals making a transition or parents returning to the workforce who can thrive in the role with the right transferable skills.

A better approach is to write “entry-level role, open to candidates with transferable skills or equivalent experience,” which welcomes a broader audience without lowering expectations. In fact, 73% of employers adopted skills-based hiring in 2023, proving that companies increasingly value demonstrated ability over arbitrary milestones like graduation dates. Aligning with that trend shows your candidates that your organization values what they can do, not when they finished school.

Capping Experience Requirements

Putting a cap on experience in your job descriptions — such as writing “4 to 8 years of experience” — suggests you are not open to candidates with more expertise. It can also turn away older professionals who exceed that range. This kind of language unfairly signals that too much experience is a drawback, even though those applicants could bring valuable knowledge, leadership and perspective to your team.

A smarter way to write it is “4+ years of experience,” which clearly sets the minimum requirement without penalizing people who have more. Considering it costs an average of $5,000 to hire a new employee, you cannot afford to miss out on highly skilled candidates because of narrow phrasing. This simple shift broadens your pool and makes it clear that you welcome talent with deep experience as much as those just meeting the baseline.

Benefits of Age-Inclusive Hiring Language

Using age-inclusive job descriptions attracts candidates across experience levels. It gives your enterprise access to a broader talent pool. This approach drives innovation because people from different generations bring unique problem-solving approaches, perspectives, and skills that fuel creativity and stronger decision-making.

You also protect your organization from legal risk. The Age Discrimination in Employment Act forbids discrimination against people 40 or older, and a single biased phrase in a job posting can raise red flags. Beyond compliance, inclusive language positions you as fair, welcoming and future-ready. It strengthens your brand and helps you compete for top talent in a workforce that values equity and inclusion.

Building a Workforce That Welcomes Every Generation

As a business leader, you should audit your job descriptions regularly to catch and remove hidden age bias. Replacing exclusionary language with skills-focused wording opens the door to a broader range of qualified candidates. Those that adopt inclusive hiring practices build stronger teams and position themselves as forward-thinking employers.

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This blog was authored by a guest contributor or third party. The views expressed are their own and do not necessarily reflect those of CareerCircle. CareerCircle does not endorse any products, services, or claims mentioned. This content is for informational purposes only.

Eleanor Hecks is a business writer and researcher with a passion for bringing awareness to neurodiversity inclusion in the workplace. You can find her work as Editor-in-Chief of Designerly Magazine or as a staff writer at sites such as HR.com and Clutch.co.