1. www.rec.uk.com Recruitment and Employment Confederation Recruitment & Employment Confederation Older workers & the recruitment process Christopher Brooks & Kate Shoesmith

2. Increasing numbers of older workers (2012-22) Source: Office for National Statistics, population projections (2012)

3. Average retirement ages

4. Why work longer? 1) Changing attitudes – normative, and the concept of retirement becoming less clearly defined 2) Social benefits/make a contribution 3) Money – declining value of pensions, rising costs, lack of retirement provision 4) Policy changes – rising State Pension age; end of Default Retirement Age

5. Fuller Working Lives – Government policy Focus on preventing ‘catastrophic labour market exit’ Related policies e.g. Fit for Work Service Right to request flexible working (State Pension age increasing) Ros Altmann (March 2015) and the ‘3Rs’ Back-to-work support patchier Lack of focus on older jobseekers Some specific policies, but no money

6. Age discrimination law Employment Equality (age) Regulations 2006 BUT these also introduced the Default Retirement age Equality Act (2010) 2012 - Supreme Court ruling in Seldon v Clarkson Wright and Jakes Redress for discrimination still very difficult in practice Good practice – particularly among line managers – is important

7. Barriers to work Unemployment support (Jobcentre Plus, Work Programme) ineffective Skills – qualifications out of date, ICT skills not always good Caring responsibilities Lack of flexible working – particularly in lower skilled jobs Ageism from employers Perceived ageism

8. Employer attitudes to older workers Older workers often thought of as less suitable About a quarter of employers state that a particular age group is more or less suitable for the main occupational role within their organisation. These charts show the age groups deemed most and least suitable, among this group of employers. SEPPP1 = 1st Survey of Employers Policies, Practices and Preferences, 2006 SEPPP2 = 2nd Survey of Employers Policies, Practices, and Preferences, 2010

9. Recruitment and age General improvement in practice – but still evidence of ageism

10. www.rec.uk.com Recruitment and Employment Confederation And the jobs market is changing… Sources: REC / KPMG Report on Jobs (Jun 2015) REC Jobs Outlook (May 2015)

11. www.rec.uk.com Recruitment and Employment Confederation What can we do? Introducing REC & Age UK’s Age Opportunity: A best practice guide for recruiters

12. www.rec.uk.com Recruitment and Employment Confederation Add your title here “Members should not act on an instruction from a client that is discriminatory and should, wherever possible, provide guidance to clients in respect of good diversity practice.” REC Code of Professional Practice:

13. www.rec.uk.com Recruitment and Employment Confederation What is the single most important change needed to attract older workers?

14. www.rec.uk.com Recruitment and Employment Confederation Age Opportunity means… Explaining the business case to clients Looking beyond the stereotypes Supporting your staff to see the benefits Using the right language Thinking about where and how you advertise Finding an internal advocate Partnering with others to widen your candidate pool

15. www.rec.uk.com Recruitment and Employment Confederation Next steps We will promote Age Opportunity to our members & networks Live the recommendations in your business Share your experiences & success stories Find out more: www.rec.uk.com/olderworkers www.ageuk.org.uk

16. www.rec.uk.com Recruitment and Employment Confederation Questions