The concept of someone being ‘too experienced’ or ‘too old to learn new skills’ is untrue and potentially discriminatory.
Older people feel unable to move
“A quarter of over 50s in our survey said they had wanted to move jobs, but felt unable to do so because of their age,” Thomson added.
“It is little wonder then that only 0.23% of people over the age of 50 voluntarily move jobs each quarter – less than half the rate of people in their 30s and 40s. This results in a lack of job mobility and people being stuck in jobs that become unsustainable,” he adds.
This puts the onus on HR to therefore ensure that continuous learning is taking place regardless of age or seniority, giving older workers the chance to expand their skillsets, and therefore opportunities to move roles.
Time is of the essence for employers and recruits alike
“Missing out on the best candidate, failing to represent customers and having a less diverse workforce all have business costs,” Thomson explained.
“In terms of the bottom line, a poor hire at middle-management level is estimated to cost a business over £130,000 to resolve. As employers try to recover these are costs they can’t afford.”
So, not only does discounting a significant portion of the workforce damage their own career path, but it can also lead to significant negative financial ramifications to the business.
“…With half of UK employers planning to recruit this year, we need to make sure that we hire back better, for everyone, whatever their age,” Thompson concluded.
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