>However, just as an employer may look at something like commuting time and say to themselves "wow, they're going to commute for 2 hours, that's going to be tough", an employer can look at someone who is older and assume more expenses and say "wow, they might be digging into savings, that's going to be tough".
I think it really boils down to context. If you are a 6 figure developer taking a $40K job, yea, maybe, but if someone is paying $40K for US developers, they don't get to bitch about turnover, that would be a given.
So let's take something more realistic (and I'm framing everything in terms of development, because that's what I know). Say a $150K guy drops down to $100K. To me that isn't a red flag, maybe the guy wants to do something different in a new language. Say a Windows guy wants to do iOS or Linux or vice versa. Unless they are crazy with their money $100K is easy to live on for most people, even as a sole provider with a family.
Another example is they are unemployed and looking for work. A lower paying job is better than no job, so they would already be digging into savings, so I would consider that a moot point. I would imagine that person would be more likely to stick around because they have to dig out of that hole and knows the sting of being unemployed. (It happened to me in 2001 and it sucked.)
It also greatly depends on where you live and what industry you are in. I happen to live in a low cost of living city.
Whenever I interviewed (this was a long time ago) I would always take control of the interview. So when they would ask me about my prior projects, I would go on and on about them, enough so the person had a pretty good idea I knew what I was talking about.
The best antidote for being over the hill I have found is I usually ask friends first if they have any openings. They usually do and they will vouch for me. I also stick around a while: 6.5 year and 8 years for the last two. I make sure I push for new technology projects and make sure I do a good job so I'll get more. I really find the recruitment process distasteful.
A college friend of mine gave me the best advise for starting a new job. The first task they give you, make sure you bust your ass to get it done fast and well. That will set the tone.
Underrated advice.
If by 'context' you mean things not related to the applicants ability to do the job, yes. They don't have anything to do with the ability to do the job.
> Should employers not worry about anything but 'can the person do the job right now'?
No, they should not. Whether they can do the job is your first and only concern.
There are so, so many reasons why someone might be forced to take a less than 'optimal' job. Maybe there are no appropriate jobs in the area available anymore and the applicant is trying to switch fields to one where they can find work. Or maybe they have a family now and can't do the 70-80 hour work weeks for lead dev positions they could do when they were single. Or maybe they've developed anxiety from having the weight of a business' systems lying on their shoulders alone and want a generally easier gig. I've known people in my peer group their late 20s and early 30s that found themselves in all these situations.
These are not the applicants fault, and to reject him on that basis alone makes no sense.
The first chart does show expenses increasing by age group but income appears to keep pace.
What's that saying about never assume? :)
Should hiring decisions be entirely divorced from context? Should employers not worry about anything but 'can the person do the job right now'?