A Guide to Managing an Ageing Workforce - Public Sector ...

Initiatives
Increase diversity of candidates
Explain the recruitment process
Ensure a merit based recruitment
process
Map competencies or skills required
for roles
Educate all stakeholders
Action/opportunity
To target an age diverse labour market, advertise in different
places such as community newspapers, noticeboards or radio
stations. Create awareness of the opportunities that exist for
mature employees.
Ensure the assessment process is fully explained so mature
employees who may not be familiar with these processes
know what to expect. For more information visit Rethinking
Recruitment.
Recruitment processes should be based on a proper assessment
of merit and equity. To ensure a diverse range of views, different
age groups should be represented on selection panels.
Mature employees may not possess formal qualifications for roles
but may have relevant experience. To include mature employees
map competencies and skills from both formal education and
work experience to the role requirements.
For more information see the Guidelines for the WA public sector
Capability Profile
The HR team, managers, members of assessment panels and
external recruitment partners should be aware of workforce
demographics and should be fully supportive of an age inclusive
workforce.
Alternative workforce
Consider an informal ‘alumni’ system
or register of casual employees,
where former employees are asked
back on a part time or contract basis
to assist the agency. All employment
contracts must be consistent with
the public sector standards which
apply to recruitment, selection
and appointment and any relevant
approved procedures.
www.publicsector.wa.gov.au A Guide to Managing an Ageing Workforce 11