EMPLOYERS MAY be unfamiliar with the needs of mature age workers who are looking for flexible work options, but at the same time, highly qualified older workers often lack the particular skills for the type of employment they are seeking
EMPLOYERS MAY be unfamiliar with the needs of mature age workers who are looking for flexible work options, but at the same time, highly qualified older workers often lack the particular skills for the type of employment they are seeking.
As such, a collaborative effort from all those involved in the employment chain is needed to better match mature age professionals with emerging areas of skills shortage, according to CPA Australia.
“There are mature age professionals approaching retirement age who want to have more flexible working arrangements but they have difficulties finding suitable employment,” said Paul Meiklejohn, CPA Australia president.
“Without assistance in identifying opportunities, many skilled older professionals often compete against younger candidates for jobs advertised, become disillusioned if unsuccessful and withdraw from the market altogether,” he said.
While recruitment firms are able to assist mature age workers in identifying employment opportunities, accessing relevant training and developing career change strategies before retiring, he said the amount of time required to assist mature age clientele may deter recruiters from taking on older candidates.
“They may also decide that recruiting mature age professionals is not commercially viable.”
A CPA Australia report found there were a number of barriers in retaining older professionals longer in the workforce, such as negative perceptions among employers and the community about older professionals and older workers’ lack of understanding about the job market.
Other barriers include ongoing pressure to remain current and up-to-date with the changing regulatory environment and a lack of appropriate training in both technical and soft skills.
