Recent findings from Totaljobs show that the average age at which candidates are viewed as “too old” for jobs is 57. Many older professionals face age discrimination, with 33% worrying about their job prospects and 15% reporting rejection due to their age.
Key Statistics:
- 42% of HR professionals feel pressured to hire younger candidates.
- 22% of over-50s omit their age from CVs.
- 25% hesitate to apply due to anticipated bias.
Long hiring processes further exacerbate these issues, with 50% of candidates losing interest after two weeks of no feedback. Companies must recognise that older candidates can efficiently handle various situations and enhance workplace culture.
Employing older individuals brings several key benefits:
- Experience & Expertise: Older employees often have decades of experience, offering valuable insights, practical knowledge, and industry-specific skills.
- Strong Work Ethic: Many older workers have a reputation for reliability, discipline, and a strong commitment to their roles.
- Mentorship: They can serve as mentors, helping to train and guide younger team members.
- Stability & Loyalty: Older workers often seek long-term stability and are less likely to frequently change jobs.
- Problem-Solving Skills: With years of experience, they often bring mature, well-developed problem-solving abilities.
Combat the bias
Employing someone older can be a great asset to any team due to their well-rounded expertise and leadership potential.To combat age bias, ProFind Property Recruitment advises employers to:
- Ensure a list of skills and tasks for the role are drawn up and matched to experience: Match skills to tasks as a selection process.
- Create a non discriminatory atmosphere with the workforce: Encourage discussions around experience and skills not age.
- Engage decision-makers early: Ensure all relevant personnel are involved in interviews.
- Utilise technology: Use virtual platforms to facilitate faster interviews.
- Maintain open communication: Keep candidates updated to foster engagement.
The Lettings & Property Management Industry
ProFind Property Recruitment emphasises the value that older candidates bring, including vast experience and situational experience. Sally Asling, ProFind Recruitments director states “Is 57 years old in Lettings? Hell no! Thats circa 35 years industry experience and that screams huge value to most hiring Managers. Over the years, so much legislation has been bought into the industry and whilst it can be learnt there is simply no substitute for situational experience where knowledge is applied to real life situations, and in housing this is people and their homes, its critical to get it right for both the tenants welfare and the Landlords investment. The sought after leaders in Lettings and Property Management are those with this experience”
Additionally, expertise collated over many years working in the lettings and property management industry is so valuable, with over 170 pieces of legislation impacting the industry it take on the job working over decades to build that valuable vault of knowledge which is crucial in an ever evolving industry.
Maturity brings a wealth of experience when dealing with the hundreds of situations that Lettings and Property Managers come across on a daily basis. Additionally their ability to mentor peers is especially important in residential lettings, where new employees should be working towards L3 qualification.
By leveraging the skills and experience of older workers, businesses can not only fill crucial roles but also enhance team dynamics and drive growth.
If you would like to discuss hiring in the Property Industry, reach out to have a conversation with Sally Asling
PROFIND PROPERTY RECRUITMENT
www.profindpropertyrecruitment.co.uk
0204 583 4941 or 07760 787026
sally@profindrecruitment.co.uk
#recruitment #ageism #lettings #propertyindustry
