55 redefined? Taking an alternative approach to filling your job vacancies

By Sarah Loates (pictured), founding director at Loates HR Consultancy.

Since the start of the pandemic, the proportion of economically inactive people aged over 50 has increased, according to the Over 50s Lifestyle Study by the Office for National Statistics.

The most common reason among those aged 50 to 54 for leaving their previous job was because of stress (21%), followed by being made redundant (19%) and not feeling supported in their role (19%).

With employers facing an increasingly tight labour market, there is an opportunity for employers to access this untapped pool of talent.

Barriers To Work

However, whether in or out of work, two-thirds of over-50s expect to encounter ageism in recruitment processes, according to research that identifies the barriers older workers face when looking for work.

The Centre for Ageing Better found these included a lack of confidence, with a widespread belief among older jobseekers that employers prefer younger applicants. When combined with out-of-date job search skills, and unfamiliarity with modern job search techniques and tactics, these can all act as a major barrier.

Be Visible In The Right Places

To access this untapped talent pool, employers must be visible to the over-50s community. Don’t rely solely on social media to advertise jobs.

Use methods such as flyers, posters, local Facebook groups –also consider community locations such as faith groups and libraries. Alternatively, employers could access bespoke job boards such as Rest Less (restless.co.uk), or 55/Redefined (55redefined.co), a work and careers site for the over50s.

Work With Other Organisations

Employers should also consider working with projects or programmes that are supporting the over-50s to get back into work, such as the Chamber, Job Centre Plus, community centres, training providers and voluntary organisations.

It is also vital that employers have plenty of re-skilling opportunities on offer and consider providing access to essential skills refresher courses, as well as vocational training related to specific roles.

Flexible working and part-time opportunities are also essential as part of the offer to lure older workers into their workforce. It’s a case of employers articulating that older employees are genuinely wanted.

Social enterprise forges Tigers link

A Leicester-based disability social enterprise that gives young, disabled students a “life-changing” introduction into the world of work has welcomed on board the Leicester Tigers Foundation as its latest partner.

Access Rating CIC conducts disability access audits for businesses to improve disabled visitors’ experiences of their sites.

The funds raised from this are reinvested back into The Employment Hub, a lifechanging work experience programme that takes place at SEND schools in Leicestershire.

The programme creates an office environment in the school to give students work experience on behalf of local businesses in an environment tailored to meet the pupils’ specific health and educational needs.

Previously, students at Ash Field Academy were tasked with creating a disabled access guide for Leicester city centre. They will now work for the Leicester Tigers Foundation as fundraising assistants, with a brief to help plan a real-life fundraising event for the charity.

Sam Johnston, senior inclusion officer at the Leicester Tigers Foundation, said: “Many of these young adults have lots of experience within their education already, which makes them very employable.

“However, boosting their confidence in these skills is essential. I hope that being part of the Employment Hub will help them understand their skills and the talents they can bring to the workplace in the future.”

Richard Copson, co-founder of Access Rating, added: The foundation has recognised the value in our work and share our vision to take the project to the next level to support SEND school students to gain valuable work experience and employment opportunities.”