In the ever-evolving job market, recruitment professionals face distinct challenges when placing two vastly different groups of candidates: school leavers and graduates with little to no experience, and older job seekers perceived as “over the hill” once they hit their mid-40s. Both groups bring unique value to the workplace, yet they often encounter hurdles in securing employment.

The Challenge of Youth: School Leavers and Graduates

For school leavers and graduates, the lack of work experience is the biggest obstacle. Employers understandably seek candidates who can hit the ground running, often overlooking the potential of young talent. However, this “experience-first” mindset can limit opportunities for growth and innovation.

How to Address It:

  1. Focus on Skills: Highlight transferable skills such as teamwork, communication, and problem-solving. School projects, volunteer work, or part-time jobs often demonstrate these abilities.
  2. Internships and Entry-Level Roles: Encourage clients to invest in training and development programs that give young candidates a chance to grow into their roles.
  3. Emphasize Adaptability: Younger candidates often bring tech-savvy, fresh perspectives, and a willingness to learn—all critical assets in today’s workplaces.

The Challenge of Experience: Older Candidates

For older job seekers, the challenge lies in overcoming age-related stereotypes. Many employers fear that candidates over 45 may lack adaptability, technical skills, or energy. Yet, these assumptions often dismiss the invaluable experience, leadership, and reliability these candidates bring.

How to Address It:

  1. Highlight Experience as a Strength: Showcase their extensive knowledge, problem-solving abilities, and leadership qualities.
  2. Up-Skilling: Encourage older candidates to embrace continuous learning, particularly in technology, to counteract outdated stereotypes.
  3. Flexibility in Roles: Promote consulting or part-time opportunities where their expertise can have the most impact without the need for full-time commitments.

Encouraging Employers to Rethink Hiring Practices

Employers play a crucial role in addressing these challenges. Recruitment professionals can guide them to adopt more inclusive hiring practices by:

  • Promoting Diversity: Highlight the benefits of a multigenerational workforce, where experience and innovation work hand-in-hand.
  • Customizing Roles: Encourage the creation of positions tailored to the strengths of both younger and older candidates.
  • Challenging Biases: Use real-world examples to demonstrate how diverse teams outperform homogenous ones.

A Balanced Approach to Recruitment

At Jackie Cory Recruitment, we believe that every candidate, regardless of age or experience level, has something valuable to offer. By focusing on skills, potential, and adaptability, and by challenging outdated perceptions, we can help employers unlock the benefits of a truly inclusive workforce.

Whether you’re a school leaver, a graduate, or an experienced professional, the right opportunity is out there, and we’re here to help you find it.

Looking to fill a role or seeking your next career step? Contact Jackie Cory Recruitment today!