In a recent report, it has been revealed that more than one in five job candidates over the age of 50 choose not to disclose their age on their CV. This decision is often made to avoid being stereotyped. According to research conducted by jobs site Totaljobs, the average age at which candidates are considered too old for a job is 57.
The report highlighted that millions of people could potentially miss out on job opportunities due to widespread ageism in recruitment practices. Despite companies facing a significant shortage of skilled workers, one in seven candidates over 50 have reportedly been rejected explicitly because of their age. This discrimination has resulted in many older individuals hesitating to apply for jobs.
Natalie Matalon, chief people officer at Totaljobs, emphasised the importance of tapping into the knowledge and skills that older workers bring to the table. However, she noted that unconscious biases still hinder many businesses from fully leveraging this valuable talent pool. With the ageing population, it is crucial for employers to embrace the experience and perspective that older workers offer to support both younger workers and address talent shortages.
The research, based on a survey of 4,000 adults, also found that three in five human resources managers admitted to making assumptions about candidates based on their age. Jobseekers over 50 have faced inappropriate age-related questions, queries about their health and physical capabilities, and presumptions about their ability to adapt to new technologies.
Furthermore, more than one in five over-50s have chosen to omit their age from their CVs in response to these challenges. Sarah Vickerstaff, a professor of work and employment at the University of Kent, highlighted the barriers faced by older workers in the job market, including age discrimination and the perception that they are too old for available roles.
While efforts have been made to extend working lives and create an age-diverse workforce, the benefits go beyond economic considerations. It is crucial for businesses to adopt more inclusive recruitment practices to unlock further growth opportunities for both themselves and older workers. The importance of embracing the experience and skills of older workers to create a more supportive work environment for all generations was also emphasised.
In conclusion, the findings of the report shed light on the challenges faced by older job candidates in the recruitment process. Addressing ageism in recruitment and creating more age-inclusive workplaces will not only benefit businesses but also contribute to a more diverse and skilled workforce.