It’s important for employers to understand how an ageing population might affect them. According to the CIPD (Charted Institute of Personnel and Development), employers are facing a demographic crunch, in other words, our workforce is shrinking. Maybe not every workforce. Maybe not your workforce. But as time goes on, the wider the talent pool we all have access to as employers, seems to be getting smaller, non-more so than manufacturing business across Lincolnshire.
Speaking of manufacturing businesses, we have a FREE Manufacturing Recruitment guide that explains modern manufacturing recruitment in much more detail across all areas.
In a Candidate driven marketplace, talented candidates can afford to be picky. Because chances are high that more than one organisation needs their skillset. And this can be a challenge for organisations who are trying to hire the best. You can remain competitive in a candidate-driven marketplace, by taking care of a few key areas of business. For example:
· A faster recruitment process
· A competitive offer
· A strong culture and an alternative talent pool
We must discuss the landscape of our workforce as it’s forever changing because we are living longer. The world’s population is projected to reach 9.9 billion in 2050 and about 21% (2.1 billion) will be over 60 years of age. As we are living longer this creates an opportunity for an ageing workforce as the skills gained over the years can be passed down to workers who have just started for example in manufacturing. This could bridge the skills gap with years to come along with programs such as introducing manufacturing to kids, teenagers, and young adults. Along with the living age increasing over 60 we can have flexibility and create opportunities for age-friendly policies, work, and retirement options, promoting lifelong learning and creating age-friendly workplaces and just an overall better work environment.
Introducing children and teenagers to ‘Industry Week’ can be very beneficial, “the logic behind this strategy is a sound one, suggesting that if companies can reach tomorrow’s workforce at an early age, they can open their minds to the world of advanced manufacturing and inspire them to take an educational path that will lead them into a successful career.”Starting children from a young age will lead them into a successful career path, the older workers can be influential towards the kids if they were to do a talk or industry day. The kids can see the environment they’d be working in. Manufacturing businesses should be invested in retraining, reskilling, and upskilling employability for all workers throughout their lives, this can help open new doors with opportunities and create a thriving economy and health for the population.
So, what are the benefits of an Ageing Workforce?
When it comes to experience and knowledge older workers bring a level of critical thinking and specialised knowledge which cannot be taught through years of working and retaining invaluable information. These strengths will help to surpass workplace challenges and possibly identify business opportunities. Older workers with their experience are likely to analyse business tasks from a more measured or calculated perspective as opposed to being emotionally attached to the job at hand making them stay focused throughout the day.
An ageing workforce can play a positive role model for children and teenagers that have someone to look up to along with less-experienced workers finding an older worker influential in their role at the company. Teaching younger workers responsibility when they start can benefit the workers as they progress through the company they can take on a level of commitment, older workers often will accept and take full accountability if there were something to go wrong. Customer service is important as you must value the company and deliver a quality service, an older worker would have built a relationship with companies so showing a younger worker and exposing them to the environments can build a strong network connection for them.
Having an ageing workforce has many benefits so keeping them onboard to teach younger children/teenagers can help support the company in years to come, as we move closer to the digital age, a lot of kids don’t want the “traditional” jobs so keeping them can be difficult.
In an article by Metro, they revealed that the number one dream job for children is a Youtuber. The ‘Career influences come from a number of sources, and then push on STEM (science, technology, engineering, and mathematics) activity within schools has had a huge impact.” But the core of it is how technology is being used as a different career path/option. Whether it’s Youtuber, blogger or vlogger all three are possible career choices/jobs as the category falls under social media influencers which is a viable career choice in with how times are moving with hard work.
Sources: Industry Week, PRB, NIBI, Metro
