Data released by the Office for National Statistics (ONS) has revealed that 77% of adults aged between 50 and 69 left their job sooner than expected during the COVID-19 pandemic. The report also confirmed that 4 in 10 of those 50 and over who left work during the pandemic are now showing a desire to return.
At the same time, many workers are resigning from their positions in pursuit of better opportunities. As a result, more and more job posts are left unfilled for longer. To help with the labour shortage, companies may want to look towards the growing number of mature, experienced workers with a desire to re-join the workforce.
With the retirement age becoming increasingly higher, an ageing workforce is inevitable. Not only do companies need to acknowledge the value that older workers bring, they must also consider ways to attract them.
Ways to attract mature workers
- Offer appealing benefits: With the cost of living crisis intensifying, many potential candidates are taking into consideration the different ways a potential employer can support them. Retirement benefits, healthcare benefits, wellness programmes, and on-site care for grandchildren are some of the perks companies may wish to consider to attract older workers.
- Provide flexible scheduling: Adapting your scheduling specifications to allow for options such as reduced hours, remote working, or job sharing is known to appeal to all age groups. This flexibility allows older workers in particular to address their personal obligations such as looking after grandchildren or loved ones in their care, while also returning to the world of work.
- Propose training opportunities: Providing mature workers with employee training opportunities to help them develop in accordance with a competitive job market can also help to attract more experienced candidates with a career gap. Offering training enables them to upskill and update their knowledge, so that they have the skills necessary to thrive in today’s corporate environment.
- Improve language around diversity in job roles: How job adverts are worded has a huge impact on the type of candidates attracted. For example, using terms such as “young and energetic” could serve as a clear deterrent for mature workers. Emphasising traits important to the role such as ‘reliable’ and ‘experienced’ is more inclusive and provides more insight about the demands of the role. It’s also advisable to remove age-related questions from job applications, such as asking for a candidate’s date of birth or year of graduation.
- Train interviewers on best practices: Recruitment teams must pay attention to an individual’s experience and skillset and avoid making age related discriminatory assumptions and stereotypes. Additionally, ensure hiring managers take the time to explain why a particular candidate didn’t get the job, so that mature applicants don’t assume the decision was age-related, can serve that person well at their next interview.
- Optimise use of social media: Use your social media channels to post content that demonstrates you’re a diverse and inclusive workplace. Employer advocacy can also help to reinforce this point, with existing team members encouraged to share their experiences on their own social media.
