Valor Hospitality participated in a pilot program of the government to help more older workers thrive at work. Ben Gabbitas, Resourcing and Talent Director at Valor Hospitality, shares the lessons learned by the company in promoting an older workforce.
According to the Office for National Statistics report on the labour market, those aged 50-64 are the most inactive economically following the pandemic.
A person’s age can be a factor in their employment status.
There are barriers to job applications for those over 50, mainly due to digital inequality and the lack of accessible language used in job advertisements.
Employers also have a stigma. The CMI polled more than 1,000 managers in UK business and public service and found that only four out of ten (42%) are “to a great extent” open to hiring those aged 50-64.
There are many benefits of hiring older workers, from creating a diverse team to cultivating a sense of belonging. It’s also a plus from a recruiting perspective. You can find alternative talent.
The world has changed. The world has changed. People now live longer and healthier lives. State pension age is increasing. Forced retirement has ended.
As people age, they can begin to think differently about their work. It is time to help older people stay in control over their work and financial future.
Take action
Valor Hospitality has been working on a new pilot programme with the Department for Work and Pensions to help more older workers who are seeking employment find a job.
First, we invited jobseekers over 50 to 34 of our UK Hotels to meet with their prospective employers. They also had the opportunity to shadow older team members, receive CV reviews, and participate in mock interviews. This helped break down barriers, and prepare them for a return to work.
After the session, jobseekers are invited to apply for open positions at the hotels. These include chef roles, front of house roles, and conference assistant roles.
The programme was a great success, resulting us in recruiting 40 people over 50 years old. We’re going to run it again very soon.
Life experience
We have seen the benefits of having an age-diverse workforce. People over 50 have more experience in life and can transfer their skills to other areas. This is a great asset for hospitality jobs.
Over the course of their career, they have developed interpersonal skills. They use these skills to communicate with clients. They often have a unique point of view, which is derived from successful ideas.
The older people in a team can also create a feeling of belonging, allowing younger employees to feel comfortable approaching them with any concerns.
As the CMI survey showed, there are still barriers to bringing this talent back into the workplace. Many job interviews now take place online using platforms like Zoom or Teams.
Many job ads use terms that may be off-putting to older people, like ‘fast-paced environments’.
There is something for everyone in hospitality, especially, as peak times vary throughout the week.
The hospitality industry offers flexibility in many ways. It is ideal for those who need to balance work with family obligations or health concerns.
What you can do
- What is the age range of your current team? How many people over 50 do you normally interview?
- Don’t limit yourself to posting your job openings online. You will be able to expand your talent pool by doing this.
- Nominate an internal advocate. This person can interview candidates and also follow them through the recruitment process.
- Avoid using words that are inaccessible on your ads: fast-paced, energetic, or vibrant could imply that you are only interested in younger employees.
- Ask around at your local Job Center to see if you can get involved.
After you have completed the recruitment process, your hard work does not stop. Workers over 50 often go through major life changes, such as menopause or changing priorities in their family. They may also have caring responsibilities and require support.
Flexibility is key to engaging and supporting an older workforce. This can be achieved by allowing them to choose a schedule that meets their needs, whether it’s part-time or compressed hours.
Employers may also want to consider offering an’midlife MOT. The Centre for Ageing Better developed this tool to help older workers optimize their lifestyle, work and finances.
Lifelong learning
People are living longer due to an ageing society, but that does not mean they should stop learning. Offering courses, apprenticeships, and job shadowing are all great ways to support professional development while fostering a career.
Employers may also need to create avenues for older workers to manage chronic illnesses or other health concerns by providing them with support, whether it’s through regular one-to-1s or initiatives such as menopause leaves.
After you have completed the recruitment process, your hard work does not stop. “People over 50 often go through major life changes.”
The Centre for Ageing Better offers the age friendly employer pledge. This shows that an organization values older workers and is committed to their success.
Engaging with older workers can have many positive effects on your workplace. From creating a diverse group that helps each other to succeed, to better customer service due the developed life skills.
The recruitment process can be difficult for older job seekers. It is important to ensure that they are accessible at every stage and offer support when they arrive in the workplace.
It’s great to see people living longer, but society must invest in ways to age well. One way to do this is to offer a flexible, secure and fulfilling career.
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