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It has been a tough few years for employees and employers alike. I do not want to keep on talking about the effects of Covid-19, but it did see a significant number of people looking for a new role. 
 
In early 2021, it was reported that there was a 206% increase in people between the ages of 50 and 54 who need to claim Universal Credit due to job losses in Northampton alone. This was the largest group effected. 
 
This statistic, sadly, does not surprise me. As much as we say we cannot discriminate, this group of people are vulnerable to discrimination. 
 
Today, I would like to address why that is and why you should consider employing the over 50’s. 
 
 

What are the reasons employers steer clear of this age group? 

- The financial commitment 

Whilst we all try to negotiate salary terms, it can be a little more challenging when it comes to a more mature candidate. They have worked for many years, have gained a significant amount of experience, and should be rewarded accordingly. 
 
It is reasonable for an employer to wonder if the candidate will be too expensive for them to hire when they can recruit a younger person with less experience for far less money. 

- Skill set 

Not only has the workplace changed significantly over the last couple of years but technology is evolving all the time. Some over 50 candidates will not have the same technological skills as a younger candidate because it simply has not been part of their world. 

- Set in their ways 

There may be a misconception that someone who has had many years of experience will be difficult to manage, particularly if the manager is significantly younger. They may feel intimidated by recruiting someone who is so much their senior and fear that they will not be able to manage them effectively. 
That is just three examples of the possible reasons employers may hesitate before recruiting a mature candidate but now I would like to focus on why they should. 

Why you should consider employing the over 50’s 

- Loyalty 

In today’s world, loyalty is everything. People do not stick around anymore, when something better arises, an employee has no qualms about handing in their notice and moving on to the next opportunity. 
 
Someone who is over 50 is far more likely to remain in your employment until retirement. For the reasons I have stated above, they will know the risk of leaving a role are more inclined to stick with what they know. They will remain loyal to your business. 

- They are adaptable 

Whilst you may think an older candidate will be set in their ways, quite the opposite is true. They have enough experience to accept where their skill set falls and will be open to re-training and learning new skills. They have the desire to succeed and will adapt easily to an opportunity that has been given to them. 

- They are great mentors 

An older candidate will have been in the workplace for a long time and have gained some valuable skills. Not just in the role itself but also in managing people. They will be adept at working with different personalities and can be a true asset when it comes to managing younger staff members. 

- Work ethic 

There is a real difference in work ethics between generations. It is no secret that these days, candidates want more from their employer than is sometimes realistic. Someone from an experienced workplace will be time, appearance and productively conscious. 
I must state that legally, you cannot discriminate against a candidate for their age and hopefully, I have given you a small reminder as to why someone over 50 in your workplace could be a real asset to your business. 
Please do not hesitate to contact daxa@hrresultsltd.co.uk if you would like to discuss the plan you would like to put in place. Taking HR from 'TO DO' to 'DONE'. 
 
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