17 JUL 2023

7 ways to make your recruitment strategy more age-inclusive

Ageism is not only debilitating for the individuals involved but also means that companies aren’t reaping the benefits that a multigenerational workforce can bring. This includes improved productivity and problem-solving, enhanced company culture, and better customer service and engagement with the brand.

A key step in encouraging age diversity in the workplace is to ensure that companies are adopting age-inclusive processes at every stage of the recruitment process – from the application stage right through to daily working practices once a hire is made.

A recent article by the Rest Less titled "7 Ways to Make Your Recruitment Strategy More Age-Inclusive" discusses the importance of combating age discrimination in the recruitment process and outlines seven steps to promote age diversity in the workplace.

The article highlights that ageism not only negatively impacts individuals but also prevents companies from benefiting from the advantages of a multigenerational workforce, including increased productivity, problem-solving abilities, a better company culture, and improved customer service.

The suggested steps to enhance age inclusivity in recruitment are as follows:

• Clearly communicate your stance on age diversity: Including a diversity and inclusion statement in job adverts sends a positive signal to candidates of all ages and boosts their confidence in applying.
• Craft unbiased and age-inclusive job adverts: Avoid using language or imagery that may show bias toward a particular age group and focus on skills and qualifications required for the job.
• Monitor and analyse data: Collect data on recruitment processes to measure diversity, set targets, and track progress. Ensure data collection is explained to candidates and handled responsibly.
• Review the interview process: Make interviews flexible, involve multiple decision-makers, and use predefined questions to minimize bias. Offer candidates a choice of communication channel and provide guidance on interview expectations.
• Provide age-inclusive training for hiring managers: Educate hiring managers on recognising and avoiding age bias, creating awareness of unconscious biases, and promoting age inclusivity.
• Collaborate with organisations supporting older workers: Partner with organisations that support older workers to connect with a broader talent pool and foster a united front against ageism in the workplace.
• Share success stories of multigenerational working: Highlight real-life examples of successful multigenerational collaboration and mentorship within your organization to attract candidates of all age groups.

The article concludes by organisations the importance of creating an age-inclusive recruitment strategy to leverage the benefits of a multigenerational workforce, particularly as people are working longer.