Age can be your selling point

With an ageing workforce coupled with slowing birth rates, businesses are now facing a labour crisis where the number of new entrants to the workforce is not enough to meet the demand. Companies are also pressured to preserve the knowledge and experience of the mature workforce.

In 2004, more than 9 per cent of the population in Asia-Pacific was 60 years or older. The figure is expected to reach 23.5 per cent by 2050.

To cope with the inevitability of talent shortage, companies must look to the mature workforce to fill the gaps.

Working after retirement is now the new reality. Apart from economic reasons, seniors enter the workforce as they are also mentally and physically fit. Instead of retirement, they would prefer flexible work arrangements.

Mature-aged workers are known for their experience, loyalty and stability. Certain industries are particularly concerned about the impending "brain drain" following the withdrawal of mature workers from the workforce.

And with the world's ageing population on the rise, businesses will need to exploit the older age-group demographic. Hence, companies must ensure they have sufficient older employees for mature clients to relate to. Also, having a diverse labour force is beneficial to companies, as this ensures a range of talent.

Employing mature-aged workers can curb high recruitment and training costs, and reduce attrition.

Companies can increase their pool of mature employees by including them in mentorship programmes. To leverage their experience, retired professionals can be offered consultancy or advisory roles. Companies can hire qualified mature employees on a contract or part-time basis as well. Not only will companies meet knowledge-transfer needs, older workers will appreciate the work-life balance too.

To enhance employability and engagement, companies should have a career-development programme for their mature staff - being older does not mean there is no room for professional growth. Training older employees and upgrading their skills keeps them relevant in the workforce.

Also, despite their age, older workers can learn new skills and perform as well as their younger counterparts. 

One of the biggest misconceptions in hiring older workers is that their skills are outdated and they are not willing to learn new skills. Therefore, mature workers need to show how they are still current in today's workforce, particularly their computer and technical skills and willingness to learn.

Candidates joining the workforce after years of being a homemaker or volunteer, or having large breaks of unpaid experience in their job history, should consider describing their skills as transferable and applicable to their next job.

Alma Othman is South Asia managing director of GSI Executive Search.