ABSTRACT
This chapter focuses on the recruiting and selection of older workers. Government statistics highlight that the older the person the longer they are likely to remain unemployed. Companies in the financial services sector have also reported that customers value the help of an older person when it comes to financial advice. The business case for recruiting older workers is a powerful one. Job descriptions should already be age-neutral documents outlining the responsibilities, duties, activities and accountabilities associated with a particular role. Many older workers feel anxious and demotivated when they see advertisements that exclude them purely on age. Most people feel disappointed and rejected when they are not successful following a job application. They may assume that it is discriminatory and start a legal proceeding against the company. Interviewers often have no intention of suggesting anything of a discriminatory nature but if they are not vigilant about the language they use they can do so indirectly.
