One of the big talking points at the moment to the lead up of the federal budget announcement is the likely hood of an increase to the retirement age. This topic has been a subject of discussion within my circle of friends, family and within the recruitment sector as a whole.

In 2008, then treasurer Wayne Swan raised the official retirement age to 67 from 65, with the aim of “improving the long term sustainability” of the pension system. The Abbott Government now proposes to push out the retirement age to 70, which will likely come into effect by 2040. This date seems years away but anyone born into the Gen X and later eras will be effected. With Australia facing a nation of an aging population, the increase in the retirement age is not only a smart option but an inevitable choice. As a society, we now need to embrace this change and accommodate to a changing face within the workforce. There is also a proposal to be made for ‘tradies’ to re-train/re-skill at the age of 45 to ensure they can continue working until the new retirement age. We need to now recognise the skills, expertise and experience of the ‘mature’ population and eliminate age discrimination within the workforce.

A website (job board) exists – olderworkers.com.au – to advertise employment opportunities, particularly to those aged above 45 years. The website recognises that baby boomers offer immeasurable amounts of benefits to employers and that those aged 50 years potentially have another 20 years of work ahead of them. It is a shame that some companies don’t recognise this fact and still possess discriminatory attitudes towards more mature candidates. Age is a state of mind, and those aged 45 years and above are able to offer employers a wealth of experience and years of knowledge.

As a specialist within recruitment, I pride myself on recruiting the best person for the role. Recruitment is about placing the most qualified and suited person in the role, not how old the person is. I urge employers to re-evaluate their ideologies on their current recruitment methodologies and for candidates not to be disillusioned by the recruitment process as a result of their age.

Written by Linda Lewin