Getting recruitment practice right is crucial to fairness at work, and vital for optimising on the talent available.
Between 2012 and 2022 an estimated 12.5 million jobs will be opened up through people leaving the workforce and an additional 2 million new jobs will be created, yet only 7 million new younger people will enter the workforce to fill these roles. Our Missing Million research identified a million people over 50 who want to work - they have the skills and talent that employers are looking for and will be key to filling this jobs gap.
We are working to support employers to eliminate unconscious bias and attract older workers so that their business can access the greatest possible pool of candidates.
Recommendations for business
- Make a public statement about your commitment to recruit the best possible people, regardless of age.
- Launch ‘returnships’ to harness and build on the skills and knowledge of people re-entering employment after a period of absence.
- Monitor recruitment, progression and redundancy rates by age to identify areas of under-representation in your workplace.
- Create different models of interviews for people who may not have had recent recruitment experience
- Address barriers to the recruitment of older people. For example, ensure that everyone involved in recruitment receives unconscious bias training.
- Open up apprenticeship schemes to older workers.
- Issue a confidential monitoring form, which will not be seen by the review panel, to job applications rather than including age on an application form.
- Expand the reach of advertised vacancies through additional marketing routes used by older people.
- Offer vacant positions as job-shares where possible.