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The older worker: ready, willing and able…

There is a huge well of untapped potential that employers are missing out on when it comes to recruitment. Although older workers are increasingly staying on at work rather than retiring, and employers are supporting this, unemployed older people still struggle to find jobs. In 2014 the DWP identified that there were 2.9 million unemployed older workers compared to 954,000 young people not in education, employment or training.

Legislation making age discrimination unlawful was introduced in 2006. Those regulations have now been incorporated into the Equality Act 2010 and demographic trends clearly indicate that there is an ageing and older workforce that is continuing to grow following the removal of the default retirement age in 2011. And there are many compelling reasons for older workers to want to remain in work. These range from more economically-driven motivations, including maintaining an existing lifestyle, supporting dependent children or topping up a pension, to the broader benefits of being employed such as a need for the personal fulfilment work can provide or a desire to continue to engage in the social aspects of the work environment.

A recent CIPD research report observed that, ‘As the economy grows and the average age of the population increases, employers will also need to develop proactive approaches to recruitment to make sure they are age-diverse and develop a balanced employee age profile. For the first time there will be more than five generations working together in organisations, enriching the diversity of experiences, perspectives, personal values and ideas and creating challenges and opportunities which employers will need to be smart to manage.’ (‘Managing an age-diverse workforce: What employers need to know’, Worman & McCartney, CIPD, February 2015).

It’s an interesting comment that merits detailed consideration by employers as they encounter this new dimension of the workplace. Currently, older workers are often overlooked when recruitment decisions are made yet hiring an experienced worker could prove to be a wise investment. Older workers bring a wealth of knowledge and expertise, attributes that are critical to any company seeking business growth. Talented individuals are waiting in the wings for employers to recognise and value the contribution they can make and at GKI Resourcing we have the expertise to help you find them.

Pauline has an extensive background in strategic HRM. If you would like to discuss any aspect of this article or for a discussion on how we can help with High Impact HR for your business, call Pauline at GKI Resourcing on 07920 162200 or paulinej@gkiresourcing.com

The missing Million – Recommendations for Action

Key findings of the report

  • The world of work needs to change now, to encourage and enable people to continue working into later life.
  • Older workers are vital for the future of the economy.
  • Industries with a higher population of workers aged over 50 will need to ensure they can retain and recruit the older workers who are fundamental to their workforce.
  • More than a million people aged over 50 have been forced out of work involuntarily.
  • Business must address barriers to the recruitment of older people.
  • The next government must legislate for a right to request flexible working from day one of a job.

 

the_missing_million_-_recommendations_for_action_full_report

Middle Management Development Case Study

GKI Resourcing’s strategic HR Consultancy was approached by a large corporate that had grown significantly through acquisition and was in the process of consolidating its different operating companies into a single brand. This included making a number of site closures and the integration of people and product into a single RDC.

In addition, the new five-year plan demanded significant UK growth through further acquisition but, importantly, also expressed a need for organic growth to play a significant role in this expansion. However, two years into the plan it became clear that the senior and middle management teams did not possess the requisite skills and knowledge to drive the business forward.

Rather than putting in place a wholesale change, the client has worked with GKI Resourcing to complete a full review of the entire leadership team and the layer below in order to identify areas of existing strength and development needs and to obtain key data to support future decision making. Each individual now has in place a tailored development plan, with identified development needs, that is fully aligned with the objectives of the business.

GKI Resourcing has also been able to support the business by providing talent to fulfil additional identified skills gaps at the right time for the business through our Search & Selection and Interim Management practices and we are expecting a six month return on investment.

 

Social Landscape – The state of Charities and Social Enterprises in 2015

To read the report in full please click the link below;

 

CAF Social Landscape Report – WEB

British Chamber of Commerce – Quarterly Economic Survey Q1 2015

A copy of the report is attached to allow you to read this at your leisure, please click the link below;

 

Q1 2015 bcc quarterly economic survey

After very strong increases recorded in Q4 2014, the QES results for Q1 2015 are mediocre. Almost all the national balances, for both manufacturing and services, weakened in Q1. In both sectors, a number of key balances are now lower than their pre-recession levels in 2007. The only exceptions to the general pattern of lower balances in Q1 is a small rise in the manufacturing balance for profitability confidence and an unchanged balance for manufacturing export orders.

While the Q1 results do not necessarily point to slower GDP growth, they highlight the major challenges facing UK businesses in key areas: exports; domestic markets; employment; investment and confidence. Intentions to raise prices fell sharply in manufacturing and slightly in services. The level of capacity utilisation eased in both sectors. The results of this quarter’s survey supports our view that the UK recovery will continue in 2015, but growth must be nourished and supported in order to become sustainable over the longer term

 

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