How Employers Can Break The Ageism Cycle

Some employers may have concerns, usually totally unfounded, about an older candidate's ability to adapt to a company's culture or to learn new systems. This can lead to a preference for younger employees who are presumed to be more malleable and easier to train, therefore fitting into the company far quicker.

Companies need to be aware of unconscious biases and recognise the great value that older workers bring to the organisation.Training recruiters to recognise and eliminate any ageist assumptions and preconceptions, is of paramount importance. The older worker can offer a wealth of experience, problem solving skills, stability, patience, wisdom and a host of soft skills that can greatly benefit businesses.

Employers need to focus on writing job advertisements that focus on skills and qualifications rather than age related qualities. Avoiding phrases that may alienate older candidates and instead using inclusive language can encourage a more diverse range of applicants.

For older job seekers, staying current with skills, particularly in technology, is essential in this day and age. There are many courses available which are specifically designed for the more mature job seeker, helping them to gain new skills that will make them far more competitive in the job market. These types of courses are often organised in groups and are designed to build confidence and self esteem, which is often lacking.

Connecting with like minded people through networking events or online platforms can provide support and even new job leads and there are several organisations that focus on helping older individuals re enter the workforce.

Older applicants should focus on highlighting their adaptability, continuous learning and vast experience. Tailoring CVs to showcase recent training ventures, achievements and extent of voluntary work can go far in dispelling any misconceptions that older workers are ‘past it’.

It is so important for society to address elements of ageism in recruitment. Older workers have so much experience, perspective and reliability that should be valued and not ignored. By creating a more inclusive job market, we can have equal opportunities to contribute their skills and continue their careers.

Feeling overlooked when applying for jobs, as an older person, is not as uncommon as you may think but it should not and need not be this way. By tackling stereotypes, improving training opportunities and creating supportive networks, we can help older job seekers find their rightful place in the workforce.