The term ‘ageing population’ is thrown around often amidstdiscussions of the future workforce, and this tends to surround ideas of retirement and job growth inthe healthcare industry. However, there isn’t as much dialogue around matureage employees and what they can bring to the table, particularly if they aredisplaced and seeking other opportunities.
One of the major issues mature jobseekers face is that eventhough they may have worked in an industry for decades and constantly learnedon the job, they might not have a qualification required for a particular role.An example of this could be a veteran reporter, who completed a cadetshipbefore a university degree was necessary to pursue a career in journalism.
So, what exactly are the advantages of hiring someone whohas been around for a lot longer than other candidates?
Millennials are renowned for the frequency with which theyswitch jobs. In the modern marketplace, it is common for a university graduateto work for three or four different employers inside a five-year period,something that would have been unheard of 20 years ago. While the old-fashionedapproach of spending decades in a single organisation might have changed,employers would be wise to take on board an older worker instilled with a senseof traditional loyalty.
Youth and exuberance are invaluable to a company, but so is experience. It paysto have a combination of both, because each demographic has plenty to offer. Afresh graduate might be tech savvy and enthusiastic, but lack the people skillsdeveloped by a mature worker over two decades in a professional environment.
With start-ups and new businesses popping up at anever-before-seen rate, company culture is vital, and it isn’t limited to openplan offices and ping pong tables. For better or worse, people are responsiblefor influencing culture, and having experienced employees with the capacity tomentor younger co-workers is extremely valuable.