Benefits of mature staff
Recruiting new staff can be a costly and time-consuming process when the goal is to find the right person with the relevant skills, experience, work ethic and enthusiasm.
Many mature-aged jobseekers fit this bill perfectly, but have difficulty securing employment because they are often victims of unconscious bias and discrimination during the recruitment process.
Lena Constantine, manager of Apprenticeship Support Australia, believes mature-aged people need to be considered for job vacancies.
“Mature-aged people have highly valuable skills and are able to make a very positive contribution in businesses,” she says. “They have a wealth of experience and knowledge that businesses would do well to draw upon.”
With an ageing population, life expectancy creeping into the mid-80s and pension age moving towards 70, we will all work longer.
“By 2020, it is expected that four in 10 people in our labour force will be over 45. Choosing not to employ older people will pose a very real problem for employers and employees alike,” Ms Constantine said. She recommends:
Review practices to determine if age management principles are being applied.
Remove age barriers from job advertisements. Adopt age-friendly messages. Avoid bias during screening. Take advantage of the Federal Government’s jobactive recruitment service.
Encourage further development of unsuccessful candidates.
Emphasise the age-friendly conditions of the role.
Consider traineeships to upskill to assist mature-aged workers.
Offer digital training to ensure all workers are updating skills.
Employers may be eligible to receive a wage subsidy payment of up to $10,000 for employing mature-aged workers under the Commonwealth Restart program.