There are many reasons older applicants may be looking for employment. They may be wanting:

• a career change
• a promotion
• reduced hours of paid work
• a new job after they have lost their previous job.

Developing policies and practices that support the recruitment of older workers means your business can tap into the many benefits they offer – including loyalty, skills and life experience, leadership and mentoring potential.

Older workers can provide insight into older customers or clients who make up a growing market share.

Here we offer some practical tips and advice that support the recruitment of older workers – from planning for recruitment and preparing the job ad, through to onboarding staff.

If you’re looking to hire and want to reach a variety of applicants, including older workers, here are some things to consider when advertising. 

• Focus on the true requirements of the role when preparing or reviewing the job description. Try to avoid personal characteristics, like age.
• Publicise widely, including national and local publications and word of mouth, to reach a diverse range of ages.
• Use age-inclusive language and avoid words that target only younger audiences.
• Invite existing older workers to review and provide feedback on the recruitment processes.
• Openly state that applicants of all ages or diverse backgrounds are encouraged to apply and will be considered.

When you’ve finished advertising your role, it’s then time to shortlist candidates. These tips can help you make the best decision for your business.

• Adopt practices that mean decisions are made without bias – for example, using a screening software that removes age identifiers or excluding date of birth as an application requirement. 
• Avoid making assumptions about older workers based on stereotypes. This could be on topics such as retirement plans, skill sets and training needs.
• Make sure HR staff or external recruitment consultants use age-inclusive practices and don’t block older applicants.
• Consider internal applicants that may be holding themselves back. Older workers may have self-directed ageism and lack the self-confidence needed to apply.

Think about what you’re offering – this can help you to attract and retain staff, build a healthy and happy workplace, and up your business’ capability. 

We’ve listed some tips for you to consider.

• Offer flexible working arrangements, for example, part-time work, job sharing, working from home and flexible working hours. This practice isn’t only good for older workers – it’s good for everyone. 
• Adapt physical roles to ensure they are ergonomically friendly (that is, comfortable) or automated, which means using technology to make it less physically demanding on the worker. This can attract older workers, keep them in roles for longer and increase their overall productivity.
• Older workers may have higher salary expectations and more practiced negotiation skills. Recognise that they bring unique (and often hidden) skills and knowledge that will add value to your business.
• Welcome new employees into an age-inclusive workplace. Create a culture that acknowledges and accepts the contributions of people of all ages.

Flexibility