Care Sector
The care sector faces significant recruitment challenges, with high attrition and low retention. To address these issues, O50C is recruiting a more age-diverse workforce to work with our Care Sector Clients for both domiciliary and residential care services.
Addressing workforce shortages: With an estimated 152,000 vacancies in adult social care in England, recruiting from a wider age range can help fill these gaps. Currently, only 8% of the workforce is under 25, while over a quarter is aged 55 and over. Attracting more young people and retaining experienced older workers can help balance the workforce demographics. A mix of younger and older workers brings complimentary diverse skills and experiences to care roles:
A more age-diverse workforce better reflects the range of people receiving care, potentially improving the quality of care and client satisfaction.
While turnover is highest among younger workers (52.6% for those under 20), older workers tend to have lower turnover rates. A mix of age groups can help stabilize the workforce.
How O50C Facilitates Age-Diverse Recruitment
O50C can play a crucial role in facilitating the recruitment of age-diverse candidates in the care sector:
By focusing on older workers, O50C can help care providers tap into an often-overlooked talent pool of experienced individuals.
O50C match the valuable life skills and compassionate nature of older workers with the needs of care providers.
Highlighting flexible and part-time roles that may appeal to semi-retired individuals or those seeking a career change.
We promote the benefits of hiring older workers, O50C can help shift perceptions and encourage age diversity in the care sector.
Assisting older individuals interested in transitioning into care work, potentially from other sectors
By embracing age diversity and utilizing platforms like O50C, the care sector can address its recruitment challenges while building a more balanced, skilled, and empathetic workforce. This approach not only helps fill vacancies but also enhances the quality of care provided in both domiciliary and residential homes.
Charity sector
O50C, as an Age Diverse Recruiter, has been making significant steps in helping charity sector organisations find and retain talented age-diverse candidates across various roles, from head office positions to fundraising roles. Our targeted search approach has proven beneficial for their customers in the charity sector
At O50C we specialise in connecting age-diverse talent with opportunities across all sectors, including charities. This focus allows them to tap into a rich pool of experienced professionals who may have been overlooked by traditional recruitment methods.
Our expertise in age-diverse recruitment has been particularly valuable for filling senior and executive positions in charity head offices. These roles often require extensive experience and leadership skills, which many older professionals possess.
O50C's targeted search has helped charities find experienced fundraisers who bring a wealth of knowledge and established networks to the table. Older professionals often have strong community connections and a deep understanding of donor relationships, which can be invaluable in fundraising efforts.
This targeted approach helps us find candidates who not only have the right skills but also bring diverse perspectives and experiences to the team.
O50C helps charities address potential skills gaps in their workforce. Older professionals often possess skills and industry knowledge that can be crucial for charities operating in specific sectors or addressing particular social issues our work indirectly encourages charities to create more age-inclusive work environments, which can lead to improved employee retention and satisfaction across all age groups. By helping charities find the right talent for various roles, O50C contributes to the overall growth and effectiveness of the charity sector and our clients workforce, enabling them to better serve their communities and causes. The focus we have on age diversity helps challenge age-related biases in recruitment processes, promoting fair opportunities for candidates of all ages. By leveraging our expertise in age-diverse recruitment, charities can build stronger, more experienced teams that bring a wealth of knowledge and skills to their organisations, creating a more diverse and inclusive workforce.
Customer Service sector
O50C focuses on promoting age diversity in the workplace within the customer service industry recognising the value of life experience and skills that older candidates bring to the workforce, particularly in handling sensitive customer interactions.
Within the customer service sector, O50C works with age-diverse candidates by leveraging their life skills that our clients have gained to manage delicate and fragile calls, especially within the resolution departments of the call service sectors of Utilities and Mortgage companies. The life skills garnered by these professionals possess:
Patience and empathy honed through years of personal and professional interactions, allowing them to handle difficult customer situations with care.
Problem-solving abilities developed rough diverse life experiences, enabling them to find creative solutions to complex customer issues.
Emotional intelligence refined over time, helping them navigate sensitive conversations and de-escalate tense situations.
Excellent communication, allowing candidates to articulate solutions clearly and effectively to customers.
Finally resilience overcoming various life challenges, helping them maintain composure during stressful customer interactions.
At O50C we target these valuable life skills when placing age-diverse candidates in customer service roles with some of the UK largest Blue chip organisations, and over the course we have helped organisations companies benefit from the unique strengths that experienced professionals bring to customer-facing positions
