Creating an age-diverse workforce
Having team members of different generations can bring benefits to an organisation. So how do you create an age-diverse workforce?
The unemployment figures that were reported earlier this month showed several things: young people are struggling for work, and older people are staying in the workforce more than before. The increased cost of living is also potentially driving a return to work for some, either to support themselves or as an additional income for their family.
All this means that employers might be finding that they have a wide age range among employees and in applicants for new roles.
An age-diverse workforce actually brings a lot of benefits to your organisation.
20-somethings can offer
Enthusiasm and energy
New ways of thinking that others in your team might not
The latest skills and up-to-date tech knowledge
Flexibility due to fewer outside commitments
Employees in their middle years can offer
Experience
Motivation
A balance between experience and new thinking
Older candidates can offer
Even more experience
A wise head which can balance the potential naivety of younger team members
Stability and a good work ethic
So, how do you ensure that you are hiring a diverse range of people?
#1 Create a non-discriminatory job ad and be careful of using language that might exclude certain candidates.
#2 Be as flexible as possible in your work criteria and benefits. For people in their 30s and 40s juggling work with family or other commitments, benefits such as four-day weeks or nine-day fortnights, extra annual or sick leave, hybrid working arrangements and flexible start/finish times can be an attractive part of a job offer.
#3 Be conscious of bias. When humans are involved in the recruitment process, unconscious bias is a real issue. We tend to think more favourably of people who look like us and are prone to thinking that someone who doesn’t fit neatly in the box is a problem. You can counteract this by using technology to help with your initial candidate sift to reduce bias, and always try, wherever possible, to have a diverse interview panel.
#4 Ask for a cover letter and review them carefully, as CVs may not tell the whole story for candidates. Young candidates and those returning to work after a break for family might lack experience or have gaps in their CVs, but a cover letter may explain them and offer other areas that compensate.
#5 Use the interview to cover any perceived gaps in the candidate’s CV or any concerns you might have about their skillset or fit within your organisation.
#6 When it comes to younger candidates, how they might fit within your organisation is as important as their skills and experience. A candidate with the right attitude can be taught the skills they need. But doing the opposite is harder.
#7 Don’t be put off if an older candidate is applying for a job you might consider them overqualified for. There might be a great reason for their application, such as wanting to reduce hours, responsibilities or stress levels.
And if you are a jobseeker? How do you make yourself an attractive candidate?
If you are job hunting in your 50s+
#1 Think about the type of job you want or organisation you’d like to be part of - and be prepared to explain why: As a mature jobseeker, you might have spent the last few years working at a managerial or executive level, but that might not be what you are looking for now. You might want a job with fewer responsibilities so you can work fewer hours or have less stress, or you might have chosen an organisation specifically because you like their work or their values. In that case, you need to be able to explain that clearly to combat thoughts that you are over-qualified or won't be interested.
#2 Emphasise more recent experience and transferable skills in your CV and cover letter: If you have a long career history, you might be tempted to show it. But it's better to emphasise your recent experience.
#3 Show you have up-to-date skills: It's often assumed that older applicants might not more modern skills, or at least not be as good, so if you are tech-savvy, for example, make sure your potential employer knows it.
#4 Practice for the interview beforehand: If you've been in the same role for a while, or you are coming out of retirement, it's probably been a minute since you did an interview. So it won't hurt to practice beforehand. Ask someone to run through potential questions with you and prepare some responses, so you have some answers on hand.
#5 Be relevant but authentic: At your new job, you'll probably be working with people of all ages. Your new team leader, manager or boss might be younger than you. So it's important to be relevant in your new situation and ensure that you can communicate well with people of different ages. Check your language and your attitude to make sure it's not too old-fashioned, and find a few common trends that you are comfortable talking about. But don't try too hard! You still need to be you; otherwise, you'll just come across as a bit fake.
Job hunting in your 30s and 40s
#1 Consider whether you want to return to your current career or make a change: A break from work can be a good time to reassess your priorities and desires. However, starting a new career could mean the need to do paid study or take a lower-paid entry-level job. These might not be options if you have family or other commitments that come with life in your 30s and 40s.
#2 Be clear about your working requirements: If you are looking for work that fits around your family or other commitments, then be upfront about this. Start by refining your job search by filtering listings with fully remote or hybrid options, or look for flexible work hours or job share options. If you've found your dream job and you know you could ace it, but the hours or working conditions don't quite meet your needs, then be bold and have a conversation with the recruiter upfront.
#3 Have a plan for non-work commitments before you start: Getting a plan in place for things like childcare or other commitments allows you to search for a job with clear parameters and know how flexible you can be. It's also helpful to be clear on your finances so you can go into your job search knowing your salary expectations.
#4 Be able to explain jobs in your career history: By this stage in your career, there will likely be gaps in your CV. That's not necessarily a bad thing. But you should be prepared to talk about those gaps. Look at them positively. If you've been raising a family, for example, you've probably gained a host of transferable skills like time management and schedule planning!
#5 Prepare for your interview: If you've had a break from work, or even if you are moving after being in the same job for a while, you might not have been interviewed recently. So take some time to prepare. Think about those curveball questions you might get, not only about the gaps in your CV but also about being committed to your job and how you might deal with working with or being managed by younger colleagues.
#6 Don't be afraid to go for roles where you don't tick all the boxes: If you don't quite meet all the role requirements but you think you could do the job, then put yourself out there anyway. Just like with any gaps in your CV, positively address the missing skills and show what else you can bring or how you could easily upskill.
Job hunting in your 20s
#1 Emphasise your skills over experience: As a younger job seeker, you might not have much experience to show on your CV. You can combat that by emphasising your transferable skills instead and by highlighting super-relevant parts of any jobs you have had. For example, your experience as a part-time barista during your college years will have taught you people skills and money management. A good cover letter can do wonders to help you stand out here.
#2 Be bold and go for roles you aren't 100% qualified for: Seen a role where you tick 90% of the boxes? Give it a try - you have nothing to lose, and you might just get it. Be positive and highlight ways that you can develop the skills you don't currently have or what else you can bring to the role.
#3 Consider volunteering or interning: If you have the time and financial capability, volunteering or an unpaid internship while you are studying or before you find full-time work can be a good way to get a foot in the door of your industry.
#4 Be clear on what you want, but be prepared to compromise: Post-COVID-19, the work landscape has changed, but that doesn't mean you can just demand anything, especially not at the start of your career. It's not bad to want to work from home some days or have other perks added to your salary package, so don't be afraid to be clear about what you want. But you do need to be willing to compromise.
#5 Remember that a job doesn't have to be for life: Some people panic and think the job they get now is the one they will be in for the next 20 years. But it doesn't work like that anymore. While employers always want employees to stay as long as possible, job hopping - moving to a new job every couple of years - is more common today. Even if your first job doesn't tick all your dream boxes, it could be a stepping stone to get there.