Recruitment without age limits: here’s how
The Belgian labour market is under pressure: the working population is shrinking, and many vacancies are proving difficult to fill. At the same time, growing numbers of professionals aged 55 and over are keen to put their knowledge and experience to good use. This presents a golden opportunity: older employees bring not only a wealth of experience to an organisation, but also a strong work ethic and the flexibility to take on a variety of roles. Employers who broaden their perspective and embrace age diversity tend to fill vacancies more quickly. What’s more, they lay the foundations for sustainable growth and a truly inclusive workplace. The solution to many staffing challenges may be much closer than you think!
Why over-55s are an asset to your organisation
The number of employees aged 55 and over has risen sharply in recent years. Nevertheless, their talents often remain untapped – despite the significant value offered by this age group:
- Experience and expertise: Their many years of hands-on experience ensure they can adapt quickly and deliver high-quality work from the outset.
- Stability and loyalty: Older employees are less prone to frequent career switches, thus reducing staff turnover and lowering recruitment costs.
- Mentorship: Seasoned professionals can guide and train younger colleagues, fostering the sharing of knowledge and expertise within your organisation.
Age diversity as an answer to labour shortage
Looking at the Belgian labour market, we currently see two clear trends emerging: a structural shortage and a decline in the active population. In this context, employing older workers is no longer an option – it is a necessity. Employers who actively embrace age diversity are able to fill vacancies more quickly and strengthen their organisations for the long term.
A broad-minded recruitment strategy leads to fewer long-term vacancies, a more inclusive employer image, and a workplace culture where it’s no more than natural that younger employees work alongside older professionals. Recruitment without age limits is not just a smart solution to current labour shortages, but also a strategic choice for the future.
Practical tips for successfully embracing age diversity
If you want to harness the benefits of employees aged 55 and over, it’s worth removing a few typical barriers. Here are some practical tips to attract and engage experienced professionals:
- Use age-neutral language: Focus on skills and expertise in your vacancy texts rather than age, and avoid phrases like ‘young and dynamic’.
- Offer flexible working options: Consider part-time roles or mentoring positions to better align with what older employees are seeking in terms of job satisfaction.
- Promote lifelong learning: Provide tailored training and give employees over 55 opportunities for ongoing development.
- Foster an inclusive workplace culture: Involve employees of all ages in decision-making, create space for dialogue and encourage intergenerational collaboration.
The labour market of the future demands a broader perspective on talent. Companies that harness the potential of employees aged 55 and over fill their vacancies more quickly and build stronger, more stable, knowledgeable, and diverse organisations. Age is not a barrier but an asset – for any organisation looking to move forward.
Text: Josefien De Bock
