Blog

You Are Here:

Educate employers about benefits of older workers

Posted on | Posted in Discrimination, Recruitment

The latest report from the Government’s Women and Equalities Committee says older workers still face discrimination and the recruitment industry’s ‘failure to take more robust action has a significant impact on (their) ability to access work’.

Maxine Hart, our Operations Director, has something to say.

Valuing best practice

The report is pretty damning stuff. But something I take task with. As a recruitment agency in Basingstoke, we value best practice and do our utmost to persuade clients to consider the best possible person for the role. Often, we point out where illegal discrimination is, wittingly or unwittingly, taking place.

However, we are on a sticky wicket. If we constantly tell clients they are wrong, they might not be clients for much longer. OK, maybe we don’t want clients like that. But there comes a point where we have to make a commercial decision. Also, by submitting more diverse applications (don’t get me on to CVs, we’ll be here all day) that don’t tally with their ‘ideal’ candidate, we’re seen as useless.

Role of employers

Recruitment agencies are only part of the recruitment process. Particularly when it comes to permanent placements, the employer makes the choice. The agency provides a shortlist and, yes, we should make that as diverse as possible. We also recommend who to interview. But, ultimately, we don’t make the final decision.

I hear you! This sounds like another agency squirming out of taking the blame. But my point is that these findings should be more about educating employers about the wealth of experience candidates from all walks of life can offer. We need to open employers’ eyes and show them that all recruitment is taking a risk. There is no safety net, so there’s little point in hedging for an apparent “safe bet” candidate.

Myths busted

The argument that older workers ‘won’t stay’ doesn’t wash. Anyone who is looking for another job is in a psychological state of flux. They are prepared to take the leap. Once they have done that and survived, they realise that they could do it again. No one stays in a job forever these days. And the reality is that the young person you’ve just recruited is probably more likely to move on than someone older.

Being ‘over qualified’ is another stumbling block for older workers. But if you can get someone with everything and more for the same money, why aren’t you biting their hand off? Oh, I forgot, it’s code for ‘too old’.

You may have guessed that age discrimination is a bug bear of mine! Luckily, I haven’t experienced it personally (yet). As a recruitment agency in Basingstoke working with the M3 Job Club, which is almost entirely made up of professionals who are 45 and over, I see age discrimination is rife.

Recommendations

My recommendation? Educate, educate, educate. Show employers how profitable reaping the rewards of employing and retaining older workers can be. I love the report’s suggestion of ‘mid-life career reviews’. If someone is underperforming, investigate why. Perhaps they could be rejuvenated in another area of business.

My final point to employers is to be careful of allowing so-called ‘solid business reasons’ to influence your decision to not hire an ‘older’ worker.  Ask yourself, is it solid? Is it about business? And if you were on the receiving end of that decision, would you think it was reasonable?

0

Leave a Reply

Your email address will not be published. Required fields are marked *

Latest Posts
13 May 2019

Nifty networking plus valuable volunteering = career cheer

As Enterprise Coordinator at Enterprise M3 LEP, Shirley Ducker helps schools and colleges improve their careers and enterprise activities to engage with the world of employment. But it’s through her own personal journey that she’s learned the most about the power of networking.  Shirley’s here as a guest blogger to share her experience with you…[…..]

Latest Posts
01 May 2019

Seeing beyond age discrimination myths

As we’re all living – and working – for longer, the age range in most workplaces is becoming broader. In some cases, there can be an age gap of 50 years or more between staff. All diversity enriches the work culture, but it can require some education to manage it effectively. ACAS recently published a[…..]

Latest Posts
05 Apr 2019

Tips for recruiting under 25-year olds

There are countless reasons why recruiting a person under the age of 25 could be beneficial to the success and growth of your business. As a job agency in Basingstoke, we’ve recently been reminded of the benefits of this yet again. Spring is a time for new beginnings and you’ll not only be opening a[…..]

Latest Posts
21 Mar 2019

Learning on the job: the benefits of apprenticeships to employer and employee

As a recruitment agency that’s also heavily involved in the community, we can’t stop talking about the many benefits of apprenticeships. These positions give young people and career-changers the opportunity to study for a work-based qualification that is often the first stepping stone in a bright career. Our apprentice, Kyra Wallace, recently completed her time[…..]

Latest Posts
08 Feb 2019

Candidates keep falling through? Don’t make your plan B a second thought

  In recruitment, as in life, things rarely work out as expected. The news reminds us daily that it’s actually wise to expect the unexpected. For example, you’ve got to wonder if there’s a teeny weeny bit of Theresa May’s brain that wishes she had pre-prepared a plan B for how Brexit is unfolding… We[…..]