the business case for hiring older workers, a case study from australia bev excell director of...
TRANSCRIPT
The business case for hiring older workers a case study from Australia Bev ExcellDirector of Customer Service atBPrsquos European Business Service Centre
BP Business Service Centre
bull BP
minus Leading international oil and gas company brands include BP Castrol Aral
minus 80000 employees across 29 countries operating in approx 80 countries
bull Business Service Centre
minus Provides services to BPrsquos European Refining ampMarketing businesses
minus Finance
minus Customer Services
minus Operational Procurement
bull Opened in 2009
bull Already over 760 staff
minus Goal is over 1000
BPrsquos Commitment to Diversity
bull Committed to a culture of diversity and actively promotes it
bull Believe
minus valuing differences improves creativity innovation amp problem solving
minus through the strengths amp talents of different people well meet our future aspirations
bull Attract develop amp retain outstanding talent regardless of
minus background age religion ethnic origin nationality disability sexual orientation gender identity or marital status
bull Aim to ensure
minus Selection amp assessment processes are free from bias
minus Everyone has access to opportunity
Case Study ndash Attracting Mature Workers
Provides Financial Sales amp Customer Services Logistics Operational Procurement and related services to BP Australia
The starting position
bull High Turnoverbull Continued growthbull Unbalanced demographicsbull Aimed to attract mature
workersndash broader life skillsndash assist in mentoring
younger employees ndash more stable workforce
Elite Staff Turnover Trend
00
50
100
150
200
250
Series1
Series1 217 180 187 194 104 170
2000 2001 2002 2003 2004 2005
Elite Headcount 2004 - 2006
239270
300
0
50
100
150
200
250
300
350
July 2004 July 2005 July 2006
Date
Nos
Percentage of Employees 45 yrs and over
13 14 15
87 86 85
0
20
40
60
80
100
120
July 2004 July 2005 July 2006
under 45
45 and over
Contributing Factors to Age Imbalance
bull Recruitment agencies perception
bull Unintended impact of selection criteria
bull Conditions less desirable to mature age candidates
bull Employee referrals more likely to fall into own demographic
bull Predominant use of online recruitment
bull Recruitment structure process amp tools less suited to older applicants
bull Many roles attract younger demographic
Strategies trialled
bull Ran education sessions for leaders
bull Set targets in annual business plan
bull Extended recruitment sourcing to include specialised channels
bull Organised internal promotion to increase referral rate
bull Added extra step in recruitment process
minus the inclusion of two suitable ldquomature agerdquo candidates in every short-list
bull Redesigned wording of recruitment advertisement
bull External recruitment providers advised of expectation
The General Situation in Australia
Labour Force
Business Work and Aging ndashSwinburne Institute of Technology
1048707The working age population currently grows by around 180000 people every year But trends already in place will see the working age population grow by just 175000 for the entire decade of the 2020s ndash less than a tenth of the current pacerdquo
Access Economics
Labour force participation
Labour force growth
New entrants to the labour market
Step out action
bull Recognised need to really target over 45s
bull Breach of Equal Opportunity Legislation exemption required
bull Successful application
minus Decision given as older job seekers were at a significant disadvantage
minus ldquoBeacon for other companiesrdquo
minus ldquoOpportunity for industry-led response to age discriminationrdquo
bull The best candidate would still get the job
minus Aim to widen the talent pool
minus More aggressive in recruitment strategy
The advertisement
Terrific roles for mature people
At Elite Customer Solutions our goal is always to provide excellent service Our customers are from a variety of ages and backgrounds and it makes sense that we look for people who are like that too Of course we are after the best candidates of all ages but if you are an OVER 45 JOB SEEKER we are particularly interested in you
So whether yoursquore returning t work looking for a sea-change a new challenge or already in a similar role we might just have an amazing opportunity thatrsquos perfect for you
Age is no barrier when it comes to providing service and reliability
Demographics 2009
Success - moved from 15 to 22 in 3 years
Required a change in behaviour and culture
Elite Age Spread as at 1st April 2009
76
41
297
136
81
05
1015202530354045
15 -24 25 - 34 35 - 44 45 - 54 55+
Age
P
opul
ation
Lessons ndash look for
bull Potential candidates de-selecting themselves
bull Recruitment processes not well designed for older workers
bull Often unrecognised and unintentional biases in recruiters
bull No such thing as the perfect candidate Whatrsquos most important
minus Current skills
minus Ability to learn new skills
minus How well they will fit in
minus Whether or not they have the same or similar job before
minus How long they are likely to stay
NOTE This same list applies for attributes other than age
Thank you
- Slide 5
- Slide 6
-
BP Business Service Centre
bull BP
minus Leading international oil and gas company brands include BP Castrol Aral
minus 80000 employees across 29 countries operating in approx 80 countries
bull Business Service Centre
minus Provides services to BPrsquos European Refining ampMarketing businesses
minus Finance
minus Customer Services
minus Operational Procurement
bull Opened in 2009
bull Already over 760 staff
minus Goal is over 1000
BPrsquos Commitment to Diversity
bull Committed to a culture of diversity and actively promotes it
bull Believe
minus valuing differences improves creativity innovation amp problem solving
minus through the strengths amp talents of different people well meet our future aspirations
bull Attract develop amp retain outstanding talent regardless of
minus background age religion ethnic origin nationality disability sexual orientation gender identity or marital status
bull Aim to ensure
minus Selection amp assessment processes are free from bias
minus Everyone has access to opportunity
Case Study ndash Attracting Mature Workers
Provides Financial Sales amp Customer Services Logistics Operational Procurement and related services to BP Australia
The starting position
bull High Turnoverbull Continued growthbull Unbalanced demographicsbull Aimed to attract mature
workersndash broader life skillsndash assist in mentoring
younger employees ndash more stable workforce
Elite Staff Turnover Trend
00
50
100
150
200
250
Series1
Series1 217 180 187 194 104 170
2000 2001 2002 2003 2004 2005
Elite Headcount 2004 - 2006
239270
300
0
50
100
150
200
250
300
350
July 2004 July 2005 July 2006
Date
Nos
Percentage of Employees 45 yrs and over
13 14 15
87 86 85
0
20
40
60
80
100
120
July 2004 July 2005 July 2006
under 45
45 and over
Contributing Factors to Age Imbalance
bull Recruitment agencies perception
bull Unintended impact of selection criteria
bull Conditions less desirable to mature age candidates
bull Employee referrals more likely to fall into own demographic
bull Predominant use of online recruitment
bull Recruitment structure process amp tools less suited to older applicants
bull Many roles attract younger demographic
Strategies trialled
bull Ran education sessions for leaders
bull Set targets in annual business plan
bull Extended recruitment sourcing to include specialised channels
bull Organised internal promotion to increase referral rate
bull Added extra step in recruitment process
minus the inclusion of two suitable ldquomature agerdquo candidates in every short-list
bull Redesigned wording of recruitment advertisement
bull External recruitment providers advised of expectation
The General Situation in Australia
Labour Force
Business Work and Aging ndashSwinburne Institute of Technology
1048707The working age population currently grows by around 180000 people every year But trends already in place will see the working age population grow by just 175000 for the entire decade of the 2020s ndash less than a tenth of the current pacerdquo
Access Economics
Labour force participation
Labour force growth
New entrants to the labour market
Step out action
bull Recognised need to really target over 45s
bull Breach of Equal Opportunity Legislation exemption required
bull Successful application
minus Decision given as older job seekers were at a significant disadvantage
minus ldquoBeacon for other companiesrdquo
minus ldquoOpportunity for industry-led response to age discriminationrdquo
bull The best candidate would still get the job
minus Aim to widen the talent pool
minus More aggressive in recruitment strategy
The advertisement
Terrific roles for mature people
At Elite Customer Solutions our goal is always to provide excellent service Our customers are from a variety of ages and backgrounds and it makes sense that we look for people who are like that too Of course we are after the best candidates of all ages but if you are an OVER 45 JOB SEEKER we are particularly interested in you
So whether yoursquore returning t work looking for a sea-change a new challenge or already in a similar role we might just have an amazing opportunity thatrsquos perfect for you
Age is no barrier when it comes to providing service and reliability
Demographics 2009
Success - moved from 15 to 22 in 3 years
Required a change in behaviour and culture
Elite Age Spread as at 1st April 2009
76
41
297
136
81
05
1015202530354045
15 -24 25 - 34 35 - 44 45 - 54 55+
Age
P
opul
ation
Lessons ndash look for
bull Potential candidates de-selecting themselves
bull Recruitment processes not well designed for older workers
bull Often unrecognised and unintentional biases in recruiters
bull No such thing as the perfect candidate Whatrsquos most important
minus Current skills
minus Ability to learn new skills
minus How well they will fit in
minus Whether or not they have the same or similar job before
minus How long they are likely to stay
NOTE This same list applies for attributes other than age
Thank you
- Slide 5
- Slide 6
-
BPrsquos Commitment to Diversity
bull Committed to a culture of diversity and actively promotes it
bull Believe
minus valuing differences improves creativity innovation amp problem solving
minus through the strengths amp talents of different people well meet our future aspirations
bull Attract develop amp retain outstanding talent regardless of
minus background age religion ethnic origin nationality disability sexual orientation gender identity or marital status
bull Aim to ensure
minus Selection amp assessment processes are free from bias
minus Everyone has access to opportunity
Case Study ndash Attracting Mature Workers
Provides Financial Sales amp Customer Services Logistics Operational Procurement and related services to BP Australia
The starting position
bull High Turnoverbull Continued growthbull Unbalanced demographicsbull Aimed to attract mature
workersndash broader life skillsndash assist in mentoring
younger employees ndash more stable workforce
Elite Staff Turnover Trend
00
50
100
150
200
250
Series1
Series1 217 180 187 194 104 170
2000 2001 2002 2003 2004 2005
Elite Headcount 2004 - 2006
239270
300
0
50
100
150
200
250
300
350
July 2004 July 2005 July 2006
Date
Nos
Percentage of Employees 45 yrs and over
13 14 15
87 86 85
0
20
40
60
80
100
120
July 2004 July 2005 July 2006
under 45
45 and over
Contributing Factors to Age Imbalance
bull Recruitment agencies perception
bull Unintended impact of selection criteria
bull Conditions less desirable to mature age candidates
bull Employee referrals more likely to fall into own demographic
bull Predominant use of online recruitment
bull Recruitment structure process amp tools less suited to older applicants
bull Many roles attract younger demographic
Strategies trialled
bull Ran education sessions for leaders
bull Set targets in annual business plan
bull Extended recruitment sourcing to include specialised channels
bull Organised internal promotion to increase referral rate
bull Added extra step in recruitment process
minus the inclusion of two suitable ldquomature agerdquo candidates in every short-list
bull Redesigned wording of recruitment advertisement
bull External recruitment providers advised of expectation
The General Situation in Australia
Labour Force
Business Work and Aging ndashSwinburne Institute of Technology
1048707The working age population currently grows by around 180000 people every year But trends already in place will see the working age population grow by just 175000 for the entire decade of the 2020s ndash less than a tenth of the current pacerdquo
Access Economics
Labour force participation
Labour force growth
New entrants to the labour market
Step out action
bull Recognised need to really target over 45s
bull Breach of Equal Opportunity Legislation exemption required
bull Successful application
minus Decision given as older job seekers were at a significant disadvantage
minus ldquoBeacon for other companiesrdquo
minus ldquoOpportunity for industry-led response to age discriminationrdquo
bull The best candidate would still get the job
minus Aim to widen the talent pool
minus More aggressive in recruitment strategy
The advertisement
Terrific roles for mature people
At Elite Customer Solutions our goal is always to provide excellent service Our customers are from a variety of ages and backgrounds and it makes sense that we look for people who are like that too Of course we are after the best candidates of all ages but if you are an OVER 45 JOB SEEKER we are particularly interested in you
So whether yoursquore returning t work looking for a sea-change a new challenge or already in a similar role we might just have an amazing opportunity thatrsquos perfect for you
Age is no barrier when it comes to providing service and reliability
Demographics 2009
Success - moved from 15 to 22 in 3 years
Required a change in behaviour and culture
Elite Age Spread as at 1st April 2009
76
41
297
136
81
05
1015202530354045
15 -24 25 - 34 35 - 44 45 - 54 55+
Age
P
opul
ation
Lessons ndash look for
bull Potential candidates de-selecting themselves
bull Recruitment processes not well designed for older workers
bull Often unrecognised and unintentional biases in recruiters
bull No such thing as the perfect candidate Whatrsquos most important
minus Current skills
minus Ability to learn new skills
minus How well they will fit in
minus Whether or not they have the same or similar job before
minus How long they are likely to stay
NOTE This same list applies for attributes other than age
Thank you
- Slide 5
- Slide 6
-
Case Study ndash Attracting Mature Workers
Provides Financial Sales amp Customer Services Logistics Operational Procurement and related services to BP Australia
The starting position
bull High Turnoverbull Continued growthbull Unbalanced demographicsbull Aimed to attract mature
workersndash broader life skillsndash assist in mentoring
younger employees ndash more stable workforce
Elite Staff Turnover Trend
00
50
100
150
200
250
Series1
Series1 217 180 187 194 104 170
2000 2001 2002 2003 2004 2005
Elite Headcount 2004 - 2006
239270
300
0
50
100
150
200
250
300
350
July 2004 July 2005 July 2006
Date
Nos
Percentage of Employees 45 yrs and over
13 14 15
87 86 85
0
20
40
60
80
100
120
July 2004 July 2005 July 2006
under 45
45 and over
Contributing Factors to Age Imbalance
bull Recruitment agencies perception
bull Unintended impact of selection criteria
bull Conditions less desirable to mature age candidates
bull Employee referrals more likely to fall into own demographic
bull Predominant use of online recruitment
bull Recruitment structure process amp tools less suited to older applicants
bull Many roles attract younger demographic
Strategies trialled
bull Ran education sessions for leaders
bull Set targets in annual business plan
bull Extended recruitment sourcing to include specialised channels
bull Organised internal promotion to increase referral rate
bull Added extra step in recruitment process
minus the inclusion of two suitable ldquomature agerdquo candidates in every short-list
bull Redesigned wording of recruitment advertisement
bull External recruitment providers advised of expectation
The General Situation in Australia
Labour Force
Business Work and Aging ndashSwinburne Institute of Technology
1048707The working age population currently grows by around 180000 people every year But trends already in place will see the working age population grow by just 175000 for the entire decade of the 2020s ndash less than a tenth of the current pacerdquo
Access Economics
Labour force participation
Labour force growth
New entrants to the labour market
Step out action
bull Recognised need to really target over 45s
bull Breach of Equal Opportunity Legislation exemption required
bull Successful application
minus Decision given as older job seekers were at a significant disadvantage
minus ldquoBeacon for other companiesrdquo
minus ldquoOpportunity for industry-led response to age discriminationrdquo
bull The best candidate would still get the job
minus Aim to widen the talent pool
minus More aggressive in recruitment strategy
The advertisement
Terrific roles for mature people
At Elite Customer Solutions our goal is always to provide excellent service Our customers are from a variety of ages and backgrounds and it makes sense that we look for people who are like that too Of course we are after the best candidates of all ages but if you are an OVER 45 JOB SEEKER we are particularly interested in you
So whether yoursquore returning t work looking for a sea-change a new challenge or already in a similar role we might just have an amazing opportunity thatrsquos perfect for you
Age is no barrier when it comes to providing service and reliability
Demographics 2009
Success - moved from 15 to 22 in 3 years
Required a change in behaviour and culture
Elite Age Spread as at 1st April 2009
76
41
297
136
81
05
1015202530354045
15 -24 25 - 34 35 - 44 45 - 54 55+
Age
P
opul
ation
Lessons ndash look for
bull Potential candidates de-selecting themselves
bull Recruitment processes not well designed for older workers
bull Often unrecognised and unintentional biases in recruiters
bull No such thing as the perfect candidate Whatrsquos most important
minus Current skills
minus Ability to learn new skills
minus How well they will fit in
minus Whether or not they have the same or similar job before
minus How long they are likely to stay
NOTE This same list applies for attributes other than age
Thank you
- Slide 5
- Slide 6
-
Provides Financial Sales amp Customer Services Logistics Operational Procurement and related services to BP Australia
The starting position
bull High Turnoverbull Continued growthbull Unbalanced demographicsbull Aimed to attract mature
workersndash broader life skillsndash assist in mentoring
younger employees ndash more stable workforce
Elite Staff Turnover Trend
00
50
100
150
200
250
Series1
Series1 217 180 187 194 104 170
2000 2001 2002 2003 2004 2005
Elite Headcount 2004 - 2006
239270
300
0
50
100
150
200
250
300
350
July 2004 July 2005 July 2006
Date
Nos
Percentage of Employees 45 yrs and over
13 14 15
87 86 85
0
20
40
60
80
100
120
July 2004 July 2005 July 2006
under 45
45 and over
Contributing Factors to Age Imbalance
bull Recruitment agencies perception
bull Unintended impact of selection criteria
bull Conditions less desirable to mature age candidates
bull Employee referrals more likely to fall into own demographic
bull Predominant use of online recruitment
bull Recruitment structure process amp tools less suited to older applicants
bull Many roles attract younger demographic
Strategies trialled
bull Ran education sessions for leaders
bull Set targets in annual business plan
bull Extended recruitment sourcing to include specialised channels
bull Organised internal promotion to increase referral rate
bull Added extra step in recruitment process
minus the inclusion of two suitable ldquomature agerdquo candidates in every short-list
bull Redesigned wording of recruitment advertisement
bull External recruitment providers advised of expectation
The General Situation in Australia
Labour Force
Business Work and Aging ndashSwinburne Institute of Technology
1048707The working age population currently grows by around 180000 people every year But trends already in place will see the working age population grow by just 175000 for the entire decade of the 2020s ndash less than a tenth of the current pacerdquo
Access Economics
Labour force participation
Labour force growth
New entrants to the labour market
Step out action
bull Recognised need to really target over 45s
bull Breach of Equal Opportunity Legislation exemption required
bull Successful application
minus Decision given as older job seekers were at a significant disadvantage
minus ldquoBeacon for other companiesrdquo
minus ldquoOpportunity for industry-led response to age discriminationrdquo
bull The best candidate would still get the job
minus Aim to widen the talent pool
minus More aggressive in recruitment strategy
The advertisement
Terrific roles for mature people
At Elite Customer Solutions our goal is always to provide excellent service Our customers are from a variety of ages and backgrounds and it makes sense that we look for people who are like that too Of course we are after the best candidates of all ages but if you are an OVER 45 JOB SEEKER we are particularly interested in you
So whether yoursquore returning t work looking for a sea-change a new challenge or already in a similar role we might just have an amazing opportunity thatrsquos perfect for you
Age is no barrier when it comes to providing service and reliability
Demographics 2009
Success - moved from 15 to 22 in 3 years
Required a change in behaviour and culture
Elite Age Spread as at 1st April 2009
76
41
297
136
81
05
1015202530354045
15 -24 25 - 34 35 - 44 45 - 54 55+
Age
P
opul
ation
Lessons ndash look for
bull Potential candidates de-selecting themselves
bull Recruitment processes not well designed for older workers
bull Often unrecognised and unintentional biases in recruiters
bull No such thing as the perfect candidate Whatrsquos most important
minus Current skills
minus Ability to learn new skills
minus How well they will fit in
minus Whether or not they have the same or similar job before
minus How long they are likely to stay
NOTE This same list applies for attributes other than age
Thank you
- Slide 5
- Slide 6
-
The starting position
bull High Turnoverbull Continued growthbull Unbalanced demographicsbull Aimed to attract mature
workersndash broader life skillsndash assist in mentoring
younger employees ndash more stable workforce
Elite Staff Turnover Trend
00
50
100
150
200
250
Series1
Series1 217 180 187 194 104 170
2000 2001 2002 2003 2004 2005
Elite Headcount 2004 - 2006
239270
300
0
50
100
150
200
250
300
350
July 2004 July 2005 July 2006
Date
Nos
Percentage of Employees 45 yrs and over
13 14 15
87 86 85
0
20
40
60
80
100
120
July 2004 July 2005 July 2006
under 45
45 and over
Contributing Factors to Age Imbalance
bull Recruitment agencies perception
bull Unintended impact of selection criteria
bull Conditions less desirable to mature age candidates
bull Employee referrals more likely to fall into own demographic
bull Predominant use of online recruitment
bull Recruitment structure process amp tools less suited to older applicants
bull Many roles attract younger demographic
Strategies trialled
bull Ran education sessions for leaders
bull Set targets in annual business plan
bull Extended recruitment sourcing to include specialised channels
bull Organised internal promotion to increase referral rate
bull Added extra step in recruitment process
minus the inclusion of two suitable ldquomature agerdquo candidates in every short-list
bull Redesigned wording of recruitment advertisement
bull External recruitment providers advised of expectation
The General Situation in Australia
Labour Force
Business Work and Aging ndashSwinburne Institute of Technology
1048707The working age population currently grows by around 180000 people every year But trends already in place will see the working age population grow by just 175000 for the entire decade of the 2020s ndash less than a tenth of the current pacerdquo
Access Economics
Labour force participation
Labour force growth
New entrants to the labour market
Step out action
bull Recognised need to really target over 45s
bull Breach of Equal Opportunity Legislation exemption required
bull Successful application
minus Decision given as older job seekers were at a significant disadvantage
minus ldquoBeacon for other companiesrdquo
minus ldquoOpportunity for industry-led response to age discriminationrdquo
bull The best candidate would still get the job
minus Aim to widen the talent pool
minus More aggressive in recruitment strategy
The advertisement
Terrific roles for mature people
At Elite Customer Solutions our goal is always to provide excellent service Our customers are from a variety of ages and backgrounds and it makes sense that we look for people who are like that too Of course we are after the best candidates of all ages but if you are an OVER 45 JOB SEEKER we are particularly interested in you
So whether yoursquore returning t work looking for a sea-change a new challenge or already in a similar role we might just have an amazing opportunity thatrsquos perfect for you
Age is no barrier when it comes to providing service and reliability
Demographics 2009
Success - moved from 15 to 22 in 3 years
Required a change in behaviour and culture
Elite Age Spread as at 1st April 2009
76
41
297
136
81
05
1015202530354045
15 -24 25 - 34 35 - 44 45 - 54 55+
Age
P
opul
ation
Lessons ndash look for
bull Potential candidates de-selecting themselves
bull Recruitment processes not well designed for older workers
bull Often unrecognised and unintentional biases in recruiters
bull No such thing as the perfect candidate Whatrsquos most important
minus Current skills
minus Ability to learn new skills
minus How well they will fit in
minus Whether or not they have the same or similar job before
minus How long they are likely to stay
NOTE This same list applies for attributes other than age
Thank you
- Slide 5
- Slide 6
-
Contributing Factors to Age Imbalance
bull Recruitment agencies perception
bull Unintended impact of selection criteria
bull Conditions less desirable to mature age candidates
bull Employee referrals more likely to fall into own demographic
bull Predominant use of online recruitment
bull Recruitment structure process amp tools less suited to older applicants
bull Many roles attract younger demographic
Strategies trialled
bull Ran education sessions for leaders
bull Set targets in annual business plan
bull Extended recruitment sourcing to include specialised channels
bull Organised internal promotion to increase referral rate
bull Added extra step in recruitment process
minus the inclusion of two suitable ldquomature agerdquo candidates in every short-list
bull Redesigned wording of recruitment advertisement
bull External recruitment providers advised of expectation
The General Situation in Australia
Labour Force
Business Work and Aging ndashSwinburne Institute of Technology
1048707The working age population currently grows by around 180000 people every year But trends already in place will see the working age population grow by just 175000 for the entire decade of the 2020s ndash less than a tenth of the current pacerdquo
Access Economics
Labour force participation
Labour force growth
New entrants to the labour market
Step out action
bull Recognised need to really target over 45s
bull Breach of Equal Opportunity Legislation exemption required
bull Successful application
minus Decision given as older job seekers were at a significant disadvantage
minus ldquoBeacon for other companiesrdquo
minus ldquoOpportunity for industry-led response to age discriminationrdquo
bull The best candidate would still get the job
minus Aim to widen the talent pool
minus More aggressive in recruitment strategy
The advertisement
Terrific roles for mature people
At Elite Customer Solutions our goal is always to provide excellent service Our customers are from a variety of ages and backgrounds and it makes sense that we look for people who are like that too Of course we are after the best candidates of all ages but if you are an OVER 45 JOB SEEKER we are particularly interested in you
So whether yoursquore returning t work looking for a sea-change a new challenge or already in a similar role we might just have an amazing opportunity thatrsquos perfect for you
Age is no barrier when it comes to providing service and reliability
Demographics 2009
Success - moved from 15 to 22 in 3 years
Required a change in behaviour and culture
Elite Age Spread as at 1st April 2009
76
41
297
136
81
05
1015202530354045
15 -24 25 - 34 35 - 44 45 - 54 55+
Age
P
opul
ation
Lessons ndash look for
bull Potential candidates de-selecting themselves
bull Recruitment processes not well designed for older workers
bull Often unrecognised and unintentional biases in recruiters
bull No such thing as the perfect candidate Whatrsquos most important
minus Current skills
minus Ability to learn new skills
minus How well they will fit in
minus Whether or not they have the same or similar job before
minus How long they are likely to stay
NOTE This same list applies for attributes other than age
Thank you
- Slide 5
- Slide 6
-
Strategies trialled
bull Ran education sessions for leaders
bull Set targets in annual business plan
bull Extended recruitment sourcing to include specialised channels
bull Organised internal promotion to increase referral rate
bull Added extra step in recruitment process
minus the inclusion of two suitable ldquomature agerdquo candidates in every short-list
bull Redesigned wording of recruitment advertisement
bull External recruitment providers advised of expectation
The General Situation in Australia
Labour Force
Business Work and Aging ndashSwinburne Institute of Technology
1048707The working age population currently grows by around 180000 people every year But trends already in place will see the working age population grow by just 175000 for the entire decade of the 2020s ndash less than a tenth of the current pacerdquo
Access Economics
Labour force participation
Labour force growth
New entrants to the labour market
Step out action
bull Recognised need to really target over 45s
bull Breach of Equal Opportunity Legislation exemption required
bull Successful application
minus Decision given as older job seekers were at a significant disadvantage
minus ldquoBeacon for other companiesrdquo
minus ldquoOpportunity for industry-led response to age discriminationrdquo
bull The best candidate would still get the job
minus Aim to widen the talent pool
minus More aggressive in recruitment strategy
The advertisement
Terrific roles for mature people
At Elite Customer Solutions our goal is always to provide excellent service Our customers are from a variety of ages and backgrounds and it makes sense that we look for people who are like that too Of course we are after the best candidates of all ages but if you are an OVER 45 JOB SEEKER we are particularly interested in you
So whether yoursquore returning t work looking for a sea-change a new challenge or already in a similar role we might just have an amazing opportunity thatrsquos perfect for you
Age is no barrier when it comes to providing service and reliability
Demographics 2009
Success - moved from 15 to 22 in 3 years
Required a change in behaviour and culture
Elite Age Spread as at 1st April 2009
76
41
297
136
81
05
1015202530354045
15 -24 25 - 34 35 - 44 45 - 54 55+
Age
P
opul
ation
Lessons ndash look for
bull Potential candidates de-selecting themselves
bull Recruitment processes not well designed for older workers
bull Often unrecognised and unintentional biases in recruiters
bull No such thing as the perfect candidate Whatrsquos most important
minus Current skills
minus Ability to learn new skills
minus How well they will fit in
minus Whether or not they have the same or similar job before
minus How long they are likely to stay
NOTE This same list applies for attributes other than age
Thank you
- Slide 5
- Slide 6
-
The General Situation in Australia
Labour Force
Business Work and Aging ndashSwinburne Institute of Technology
1048707The working age population currently grows by around 180000 people every year But trends already in place will see the working age population grow by just 175000 for the entire decade of the 2020s ndash less than a tenth of the current pacerdquo
Access Economics
Labour force participation
Labour force growth
New entrants to the labour market
Step out action
bull Recognised need to really target over 45s
bull Breach of Equal Opportunity Legislation exemption required
bull Successful application
minus Decision given as older job seekers were at a significant disadvantage
minus ldquoBeacon for other companiesrdquo
minus ldquoOpportunity for industry-led response to age discriminationrdquo
bull The best candidate would still get the job
minus Aim to widen the talent pool
minus More aggressive in recruitment strategy
The advertisement
Terrific roles for mature people
At Elite Customer Solutions our goal is always to provide excellent service Our customers are from a variety of ages and backgrounds and it makes sense that we look for people who are like that too Of course we are after the best candidates of all ages but if you are an OVER 45 JOB SEEKER we are particularly interested in you
So whether yoursquore returning t work looking for a sea-change a new challenge or already in a similar role we might just have an amazing opportunity thatrsquos perfect for you
Age is no barrier when it comes to providing service and reliability
Demographics 2009
Success - moved from 15 to 22 in 3 years
Required a change in behaviour and culture
Elite Age Spread as at 1st April 2009
76
41
297
136
81
05
1015202530354045
15 -24 25 - 34 35 - 44 45 - 54 55+
Age
P
opul
ation
Lessons ndash look for
bull Potential candidates de-selecting themselves
bull Recruitment processes not well designed for older workers
bull Often unrecognised and unintentional biases in recruiters
bull No such thing as the perfect candidate Whatrsquos most important
minus Current skills
minus Ability to learn new skills
minus How well they will fit in
minus Whether or not they have the same or similar job before
minus How long they are likely to stay
NOTE This same list applies for attributes other than age
Thank you
- Slide 5
- Slide 6
-
Labour Force
Business Work and Aging ndashSwinburne Institute of Technology
1048707The working age population currently grows by around 180000 people every year But trends already in place will see the working age population grow by just 175000 for the entire decade of the 2020s ndash less than a tenth of the current pacerdquo
Access Economics
Labour force participation
Labour force growth
New entrants to the labour market
Step out action
bull Recognised need to really target over 45s
bull Breach of Equal Opportunity Legislation exemption required
bull Successful application
minus Decision given as older job seekers were at a significant disadvantage
minus ldquoBeacon for other companiesrdquo
minus ldquoOpportunity for industry-led response to age discriminationrdquo
bull The best candidate would still get the job
minus Aim to widen the talent pool
minus More aggressive in recruitment strategy
The advertisement
Terrific roles for mature people
At Elite Customer Solutions our goal is always to provide excellent service Our customers are from a variety of ages and backgrounds and it makes sense that we look for people who are like that too Of course we are after the best candidates of all ages but if you are an OVER 45 JOB SEEKER we are particularly interested in you
So whether yoursquore returning t work looking for a sea-change a new challenge or already in a similar role we might just have an amazing opportunity thatrsquos perfect for you
Age is no barrier when it comes to providing service and reliability
Demographics 2009
Success - moved from 15 to 22 in 3 years
Required a change in behaviour and culture
Elite Age Spread as at 1st April 2009
76
41
297
136
81
05
1015202530354045
15 -24 25 - 34 35 - 44 45 - 54 55+
Age
P
opul
ation
Lessons ndash look for
bull Potential candidates de-selecting themselves
bull Recruitment processes not well designed for older workers
bull Often unrecognised and unintentional biases in recruiters
bull No such thing as the perfect candidate Whatrsquos most important
minus Current skills
minus Ability to learn new skills
minus How well they will fit in
minus Whether or not they have the same or similar job before
minus How long they are likely to stay
NOTE This same list applies for attributes other than age
Thank you
- Slide 5
- Slide 6
-
Step out action
bull Recognised need to really target over 45s
bull Breach of Equal Opportunity Legislation exemption required
bull Successful application
minus Decision given as older job seekers were at a significant disadvantage
minus ldquoBeacon for other companiesrdquo
minus ldquoOpportunity for industry-led response to age discriminationrdquo
bull The best candidate would still get the job
minus Aim to widen the talent pool
minus More aggressive in recruitment strategy
The advertisement
Terrific roles for mature people
At Elite Customer Solutions our goal is always to provide excellent service Our customers are from a variety of ages and backgrounds and it makes sense that we look for people who are like that too Of course we are after the best candidates of all ages but if you are an OVER 45 JOB SEEKER we are particularly interested in you
So whether yoursquore returning t work looking for a sea-change a new challenge or already in a similar role we might just have an amazing opportunity thatrsquos perfect for you
Age is no barrier when it comes to providing service and reliability
Demographics 2009
Success - moved from 15 to 22 in 3 years
Required a change in behaviour and culture
Elite Age Spread as at 1st April 2009
76
41
297
136
81
05
1015202530354045
15 -24 25 - 34 35 - 44 45 - 54 55+
Age
P
opul
ation
Lessons ndash look for
bull Potential candidates de-selecting themselves
bull Recruitment processes not well designed for older workers
bull Often unrecognised and unintentional biases in recruiters
bull No such thing as the perfect candidate Whatrsquos most important
minus Current skills
minus Ability to learn new skills
minus How well they will fit in
minus Whether or not they have the same or similar job before
minus How long they are likely to stay
NOTE This same list applies for attributes other than age
Thank you
- Slide 5
- Slide 6
-
The advertisement
Terrific roles for mature people
At Elite Customer Solutions our goal is always to provide excellent service Our customers are from a variety of ages and backgrounds and it makes sense that we look for people who are like that too Of course we are after the best candidates of all ages but if you are an OVER 45 JOB SEEKER we are particularly interested in you
So whether yoursquore returning t work looking for a sea-change a new challenge or already in a similar role we might just have an amazing opportunity thatrsquos perfect for you
Age is no barrier when it comes to providing service and reliability
Demographics 2009
Success - moved from 15 to 22 in 3 years
Required a change in behaviour and culture
Elite Age Spread as at 1st April 2009
76
41
297
136
81
05
1015202530354045
15 -24 25 - 34 35 - 44 45 - 54 55+
Age
P
opul
ation
Lessons ndash look for
bull Potential candidates de-selecting themselves
bull Recruitment processes not well designed for older workers
bull Often unrecognised and unintentional biases in recruiters
bull No such thing as the perfect candidate Whatrsquos most important
minus Current skills
minus Ability to learn new skills
minus How well they will fit in
minus Whether or not they have the same or similar job before
minus How long they are likely to stay
NOTE This same list applies for attributes other than age
Thank you
- Slide 5
- Slide 6
-
Demographics 2009
Success - moved from 15 to 22 in 3 years
Required a change in behaviour and culture
Elite Age Spread as at 1st April 2009
76
41
297
136
81
05
1015202530354045
15 -24 25 - 34 35 - 44 45 - 54 55+
Age
P
opul
ation
Lessons ndash look for
bull Potential candidates de-selecting themselves
bull Recruitment processes not well designed for older workers
bull Often unrecognised and unintentional biases in recruiters
bull No such thing as the perfect candidate Whatrsquos most important
minus Current skills
minus Ability to learn new skills
minus How well they will fit in
minus Whether or not they have the same or similar job before
minus How long they are likely to stay
NOTE This same list applies for attributes other than age
Thank you
- Slide 5
- Slide 6
-
Lessons ndash look for
bull Potential candidates de-selecting themselves
bull Recruitment processes not well designed for older workers
bull Often unrecognised and unintentional biases in recruiters
bull No such thing as the perfect candidate Whatrsquos most important
minus Current skills
minus Ability to learn new skills
minus How well they will fit in
minus Whether or not they have the same or similar job before
minus How long they are likely to stay
NOTE This same list applies for attributes other than age
Thank you
- Slide 5
- Slide 6
-
Thank you
- Slide 5
- Slide 6
-