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How to find a job with more than 55 years? Training is the answer

marzo 31, 2021

Unemployed people in this group do not find employment due to unfounded stereotypes of the recruiters, according to the report #YourAgeEsUnTesoro of the Adecco Foundation

The people over 55 who are looking for work have difficulties in achieving this due to unfounded stereotypes of the recruiters, according to the conclusions of the report #YourAgeEsUnTesoro, held for the tenth consecutive year by the Adecco Foundation. Train to update your knowledge, especially related to technology, undertake or attempt to turn your career around You can help this group to get a job.

The aforementioned study, presented recently, has focused on the unemployed over 55 years of age, since it is the group that has the most obstacles to accessing a job. In Spain, 7 out of 10 unemployed people over 55 have been unemployed for more than a year. Likewise, last year they represented 14.6% of the unemployed, compared to 8.5% in 2012.

Finding a job is a difficult task mainly because of the recruiters biases, indicates the investigation. A 65% of them think that the senior professional will not fit because the majority of the staff is young, a 18% believe that they will demand a higher remuneration and a 17% believe that senior professionals have outdated skills, particularly in the digital realm.

These biases are reflected in hiring: 7 out of 10 recruiters have not selected a professional over 55 years of age to incorporate him into a work team during the last year.

“It is an acquired vice that has its origin in prejudices and stereotypes, deeply rooted, that it is urgent to eradicate. If we want to be competitive, as companies and as a society, we must discard these stereotypical beliefs and evolve the mentality, understanding the diversity and intergenerational exchange as indisputable factors of productivity“, has indicated Francisco Mesonero, general director of the Adecco Foundation, through a statement.

There are fewer job offers for those over 50

Although the tendency is to evaluate candidates based on qualitative criteria, in a 26% of job offers still include influencing? the age factor, explains the Adecco Foundation report.

This happens because recruiters have difficulties in accrediting and certifying those less tangible qualities, which leads them to give greater prominence to other more quantifiable aspects, such as age.

According to the Adecco Foundation report, those over 45 years of age continue to be the most affected in the distribution of job offers from Infoempleo. In fact, at the national level, only 2.3% of these go to them; This percentage is even lower in the case of those over 55 years of age.

“It is alarming that the age factor continues to be included in job offers, not only because of the discrimination it entails, but also because of a question of competitiveness. In no case does age guarantee the candidate’s suitability for the job and, furthermore, to reject a professional for being over 45 or 50 years old is to renounce the diversity of values ​​that a senior can contribute, such as experience or maturity, “explained Mesonero.

Thus, evaluate curricula by competencies, forgetting any label, it would be more effective in the long run. In this regard, Mesonero comments that “it is essential to turn around active employment policies, updating them and bringing the needs of our labor market closer to older professionals. All of this in order to ensure that they have real possibilities of access to a job, to the maintenance of this, as well as to the professional promotion “.

Measures to reduce age discrimination

The Adecco Foundation proposes in its report 5 measures to reduce age discrimination in all phases of the selection processes.

1. Blind resume. That is, remove from the curriculum all data related to age or origin. The objective: that the company only has the information relevant to the position, such as the skills and experience of the employee.

2. Implementation of a closed interview system, with standardized questions. In this way, the recruiter will be able to avoid asking questions and evaluations that are not related to the age of the candidate, but to their skills. Each profile must have its own question guide, which must be exclusively oriented to the performance of the job.

3. Training for Human Resources departments in diversity. Since those responsible for Human Resources are promoters of a corporate culture, they must give greater weight to training aimed at eliminating the vices acquired in the selection processes: from the scrutiny of the curriculum to the questions in the job interview. If HR managers are committed to diversity, they will naturally attract #TalentWithout Labels, where age is not significant.

4. #Talent Without Labels. Based on the above, the selection processes must be guided by the values, knowledge, attitudes and experiences of the job applicants. Therefore, it should be determined which ones the company needs (for example: versatility, dynamism, computer skills …) and establish a scoring system that evaluates the candidates on these points and not based on sociodemographic data.

5. Promotion of generational exchange. According to the study, much of the age-related prejudices are due to recruiters fear that possible reluctance of employees, mostly young, will arise in the presence of a worker over 55 years of age. For this reason, it is necessary to promote projects that allow young people and seniors to work as a team, taking advantage of the potential of each generation.

Other recommendations for working after 50

Different job portals and experts in personnel selection, such as Infojobs and the Adecco Foundation itself, agree that the following tips could be useful to unemployed people over 50 years of age to return to work:

  • Update knowledge: Updating professionally and especially in terms of ICT is also essential to find a job after 50 years. Learning languages ​​and / or improving the use of new technologies can be a good start to show that older people can adapt.
  • Change profession while training. It is never too late to study and train in some other profession different from the one that has been carried out. To do this, they can take courses in areas of interest, use the Public Employment Services of the administrations or choose a regulated or non-regulated training, either in person or online.
  • Undertake: Another option to return to the labor market is to undertake. The knowledge and experiences acquired over so many years of work can help generate profitable business ideas. For this, it is always necessary to seek advice, either from the administrations or associations of SMEs, or through special courses for entrepreneurs.
  • Make use of personal contacts. According to a recent study by the Observatory of Employability and University Employment (OEEU), using personal contacts to get a job is the most effective. Therefore, contacting people who are in the same unemployment situation (in social networks, in institutions and associations), or with former colleagues from previous jobs, can help you find another. In addition, meeting people over 50 who are unemployed can be beneficial to share, collaborate, and even undertake.
  • Sign up for volunteering. In addition to allowing you to be active, it helps to avoid blank space in the curriculum. Additionally, by volunteering you can make contacts that could be useful in finding employment.
  • Consider changing city or country. According to data from a study carried out by Infojobs in 2015, 68% of candidates over 50 years of age would change their residence for work reasons. Carrying it out may be an option when job opportunities arise elsewhere.
  • Search for information and advice. Some institutions and spaces offer orientation and even free training courses approved for this group, such as the Public State Employment Service and the Public Employment Services of each Autonomous Community.

In addition to these recommendations, it is always important to have a positive attitude and self-confidence when looking for work, regardless of your age.

Data sheet

The Fundación Adecco report bases its conclusions on a confidential and anonymous survey conducted with 800 Human Resources professionals, in order to detect unconscious biases and discriminatory attitudes, as well as an analysis of the latest data from the Labor Force Survey ( EPA).