Jewish charities say poll showing managers’ reticence to hire over-50s rings true

Charities helping British Jews find new jobs say they recognise the results of a major survey last week showing employers’ reluctance to hire the over-50s.

Work Avenue and Resource, both based in Finchley, were reacting to a poll of more than 1,000 managers by CMI, a professional body focused on management and leadership. It found that just 42 percent were open “to a large extent” to hiring people aged between 50 and 64.

Resource’s Victoria Sterman said: “Although it’s always been harder to get a job as you advance in years, in part as a result of age discrimination by employers, the over-50s are facing a particularly tough challenge now.

“Coming out of Covid, many people in this age group decided they wanted more flexibility than a traditional 9-5 role would allow, and employers have been reluctant to offer this.”

She said about 30 percent of Resource’s clients were aged 50+, adding: “It’s not all doom and gloom. The majority of the people we support in the 50+ age group are successful at securing fulfilling jobs. It just takes longer, and plenty of patience and persistence are required.”

The survey, carried out in October, found that most employers were more open to hiring workers in younger age groups, with 74 percent open “to a large extent” to hiring those aged 18-34, compared to just 18 percent open to hiring the over-65s.

“Age discrimination does exist but depends a lot on the culture of the company and the role,” said Work Avenue. “We’ve had employers asking both for younger and older candidates.”

Of the nine job placements via Work Avenue’s jobs board in January 2023, three were made to candidates aged 45-55, the charity said. “Open-minded employers will often be happy to consider an older person’s transferable skills, life experience and stability they can bring to a role.

“This is particularly true in the recent/current buoyant job market. Employers have had to be more open in considering candidates who they may not have initially considered their ideal choice.

“From an older candidate’s perspective, their focus needs to be on demonstrating that they are a contemporary and dynamic jobseeker, who is staying up to date with technology. Being relevant is the key. Then age becomes less important.”