Does age become a bottleneck for getting a job?

  

Hi Friends,

 

How are you? I am sure, everyone is doing great in their respective fields. Since I am writing this blog after 7 months plus. So let me again introduce myself. This is Shantanu here Gurugram. I am a practicing HR professional. 

 

I am sharing my thought about the trend of talent acquisition strategy. In the initial stage of my career, recruiters typically keep certain things in mind, such as cultural mapping, Job profile matching, Stability, etc., while hiring a candidate. 

 

But presently dynamics have changed even if you are capable enough in terms of the above-said parameters but your age is more than 48 or close to 50 years, you will not be on a priority list for any position. It is not about any particular organization, actually, we all are in the same boat. 

 

In my career, I have seen employees over 45 years of age working efficiently like any other young star. Even the market is not open to them unless they hold critical skills whereas, for young stars, the "sky is the limit"

 

In my experience, once you cross 45 years of your life span the basic need is to settle families only. They are more focused and stable in their jobs to meet their family requirement. On the other hand, most of the young stars change their job frequently to meet short-term gains as the market is open to them till their age between 35 to 40 years.

 

The instability of young stars happens to be most disconcerting to accomplish the required output of any organization. In order to overcome this concern HR has a crucial role to play with the support of the leadership team. There should certain practices be in place before hiring a person to avoid manpower rationalization and also to meet talent acquisition strategy.

 

The process starts while recruiting a new employee. It can only be done with the support of Support Sr Management. HR can only drive the show.

 

Every organization should have a

a)   skill inventory in place and an appropriate job description, Job Catalogue must be placed to avoid overlapping activities. Primarily team building exercise is required for overcoming the emotional age bracket.

b)   Even job-levelling exercises should be carried out every quarter.

c)   As per business need skill development plan should be in place. So, the age of any existing employee should not be a bottleneck.

d)   At least 3 mandays in a month employee should undergo a training programme   

e)   Benefit plan as per the age group.

f)    Quantifiable review process to avoid slippage  

 

It is also to be noted that while hiring a candidate following parameters should take into account to get over age-related issues.  

 

a)     Skill mapping with the prospective candidates

b)     Criticality of the profile

c)     Recruitment cost  

d)     Medical examination

e)     Grade mapping etc

 

By doing the above we can get over the above said issues as per my understanding. But I request to all please give your feedback on the above said issue. 



Comments

  1. Vishal BhardwajJanuary 20, 2023 at 11:14 PM

    Hi Shantanu,
    I'm in agreement with you. Actually it's also about the cost of employee who is experienced and having age above 45 years.
    Secondly, employers feel that younger employee have more energy and ideas. Actually for any organisation there has to be mix and match of younger employees and employees those are 45 years and above, to get balanced organizational results.

    ReplyDelete

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