Older workers - an asset to the company and employer branding. (Photo: Unsplash)
In these turbulent times, when the labor market is in a tailspin, we see on the one hand a market in recession and reductions in manpower, and on the other hand we see a lot of job vacancies. About 130,50 to be exact, according to the Central Bureau of Statistics. While employer branding departments are reducing PR activities and shifting their focus to employee well-being, many employers are still dealing with employee departures and experiencing difficulty locating new employees.
The shift in job seekers' priorities, the search for balance and a meaningful life outside of work, and the desire for meaning and autonomy present employers with many challenges that require them to rethink their recruitment strategy. Although this trend began during the Corona period, it is still alive and kicking even in the current period.
One of the populations that enjoys a relative advantage in this regard is those over <>, who for years suffered baseless discrimination in job interviews, regardless of the skills, skills and experience they brought. If you ask employers, they will of course praise and praise the many benefits of employing adults. In practice, they still hide basic assumptions and misconceptions that prevent older adults from integrating into the world of work.
A JDC study in collaboration with Reichman University shows that there is an increase in employment rates of adults in Israel, yet the gap vis-à-vis countries such as Austria, Ireland, Denmark, Finland and Sweden is still considerable. And yet something starts moving and the hatch opens. The issue of employment of adults is part of the company's strategic decisions, and therefore it is worthwhile and important to have such a decision.
Marketing jobs to the adult working population
The latest employment survey of Jobs IL from Yad2 shows that at this stage of their professional career, 50+ year olds tend to look for different characteristics in the workplace than younger workers.
If until now we have become accustomed to workers seeking high wages, work-life balance, and good conditions, today, 46% of job seekers aged 50+ surveyed said that the most important thing for them is job security. At this stage of their professional career, the candidate wants to know that he is coming to a company with a proven track record, reputation and stability that can give him long-term job security.
In addition, 70% reported that it is important to them that the work environment be adapted to their needs: they prefer a friendly, inclusive, flexible work environment that allows for a reduction in working hours or part-time work.
Another important point that emerges from a job survey shows that one of the most important parameters for job seekers aged 50+ is the vision and values led by the company's managers. 43% of the respondents said that this matter is very important to them. This point emphasizes that it is important for candidates to take part in a workplace that matches, at least to some extent, their "credo" and the values according to which they live, and therefore it is important to reflect these values in the screening process. In doing so, the older generation joins the prevailing trend led by Generation Z.
Beyond all the clichés of knowledge and experience, 50+ year olds have a broad perspective and understanding of processes, maturity and personal and professional maturity, they respond in an informed manner and can even contribute to young people from their life experience. In addition, working for them is not only a source of livelihood, it is a kind of home. Many of them have already finished raising children and are not "considerate" if a little more of their time is required. Their commitment helps keep teams cohesive and thus reach the required goals and objectives. This is according to the report on adult employment by the Israel Democracy Institute.
Studies conducted over the years indicate that people aged 50-60+ have excellent cognitive abilities. Adults have advantages in emotional regulation, problem solving, and a willingness to compromise and agree. Older workers are characterized by intrinsic motivation, search for meaning and therefore their involvement in work is higher. They tend to be loyal to the organization and are therefore more emotionally committed.
A 2020 UN report points to investment trends in the employment of older adults as an opening to economic progress around the world, and that employment of the elderly is the future. Organizations that prepare correctly for age diversity will benefit hugely!
At the branding level, hiring older workers demonstrates the organization's commitment to the principles of diversity and inclusion, and this is a powerful social statement for companies. By embracing the talents and skills of older adults, businesses can challenge age stereotypes and positively impact the wider community. And unlike sectoral communities such as ultra-Orthodox, Arabs, or LGBT people, affirmative action against the adult population is deeply rooted in the status quo and does not tend to stir up controversy because it benefits individuals from all sectors.
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Tips for job seekers aged 50+
- Don't use age as a reason why you weren't accepted. Even if sometimes this will be the reason, in many cases it is not!
- Don't assume that if you've done a thing or two then "the work will speak for itself."
- Know how to tell your work story and especially get used to telling it in front of friends and family and get real feedback
- Energy and motivation are critical to success and should be highlighted in interviews early on.
- Mistake employers for confidence and dissolve their fears, both overt and covert.
- Be present online, write, tell, share information, this is the way to learn about you and what you know how to do. The network allows you to contact recruiters directly and they can also contact you directly.
- Take guidance, help from colleagues, consult - job searching is a complex process and you don't have to do it alone!
- Experience temporary work, projects, to get to know you and grow your network along the way.
- There were constant learning, there are courses and training in abundance, programs dedicated to an adult audience that provide a professional and emotional response.
- Take part in meetings and events in your content worlds, connect with opinion leaders, make your voices heard, and remember that finding a job is a process and not 'zbang and we're done'. It's like driving in fog, every time you progress a little and visibility improves and you know you'll eventually reach your destination, even if it looks foggy at the moment.
Dikla Haronian is an organizational consultant and IL job mentor from Yad2
- Marketing & Digital
- Recruitment and career
- Human Capital