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Attracting top-tier candidates in today’s competitive job market is more challenging than ever. Vacancies remain unfilled for longer, internal skills gaps hinder productivity, and talent shortages persist globally. Yet, these obstacles present an opportunity for organisations to rethink their recruitment strategies and drive business growth.
We understand the complexities of global talent strategies and the delicate balance required to help businesses adapt and thrive.
One effective solution to overcoming talent shortages is to explore non-traditional candidate pools—individuals often overlooked due to unconscious biases or stereotypes. By moving beyond conventional hiring practices, companies can access untapped potential.
This guide focuses specifically on the over-50s, a group that not only offers critical skills but can also contribute to business growth in ways you may not have considered. Including age in your recruitment strategy and diversity, equity, and inclusion (DE&I) initiatives is crucial for companies seeking innovation, stability, and alignment with a diverse customer base. Age is often sidelined in DE&I agendas, yet it intersects with all other diversity characteristics. Acknowledging this intersectionality can significantly enhance both talent attraction and retention across your organisation.
By 2050, 30% of the global workforce will be aged 50 or older. Even if age inclusion isn’t currently on your organisation’s radar, engaging this talent pool will be essential for sustainable growth. As Lyndsey Simpson, Founder and CEO of 55/Redefined, explains: “If you don’t have an age strategy, you don’t have a growth strategy.” Age inclusivity goes beyond meeting social or legal expectations — it provides tangible business benefits.
Intergenerational conversations are often lacking in the workplace, resulting in missed opportunities for collaboration and mentorship. According to LinkedIn research, one in five Gen Z workers hasn’t spoken to someone over 50 at work in more than a year. This communication gap creates a disconnect between generations and risks perpetuating stereotypes. Moreover, research from 55/Redefined and ProAge revealed a stark contrast in attitudes: HR leaders aged 25-30 were 39% less motivated to recruit older workers compared to those aged 46-50.
We are committed to helping clients navigate these challenges. We offer services such as DE&I audits, inclusive recruitment training, and attraction campaigns to support organisations in implementing age-inclusive strategies and building innovative, diverse teams.
PageGroup stays ahead of the curve, identifying the latest trends in the market and specialising in reaching untapped talent pools that educate our clients on the solutions available. We understand that there is an ageing population and a candidate shortage, and by working with 55/Redefined, who are the experts in attracting and engaging over-50s talent, we provide world class solutions to enable our clients to solve their hiring issues. Our job is to educate and bring all that we see in the DE&I space to our clients, including age.
Olly Harris
