We live in an age where experience has become a byword for ‘over the hill’, leaving many highly-skilled candidates wondering if they are too old for a job.  This anxiety intensifies for candidates over 60, who face being labeled as “lacking in energy” or “stuck in their ways.” Fortunately, the recruitment landscape for older workers is changing as employers increasingly recognize the value of experience over the exuberance of youth.

The recent shift in attitude has been driven by the increasing shortage of skilled workers at all organizational levels. This shortage has opened employers’ eyes to the benefits of knowledge, stability and a proven track record when you are aiming for sustainable results. Valuing the experience of older candidates is the only logical approach in an aging workforce and insights into cognitive longevity back this up.

In 1986 a study on a group of nuns found them to be  functioning on a high cognitive level well into their 80s, 90s and even over 100.  However, when their brains were examined after death, scientists discovered large Alzheimer’s plaques that had had no visible effect on their cognitive ability during their lifetimes.  The conclusions pointed to a life lived with purpose and engagement as the key factor in the preservation of cognitive ability.

So rather than slowing down at 60, the evidence suggests that continued engagement in the workplace has the potential to enhance the contribution of older workers.  That is not only good for them, but good for all of us. It’s time to overcome unconscious biases and negative perceptions about older workers. By doing so, we can tap into a vast reservoir of experience and expertise, benefiting organizations and society as a whole.