Should I hire a Mature Aged Candidate?

At 60 years of age (although I feel like 50) I’ve been in recruitment long enough to know one thing for sure, hiring the right people takes time, patience, and a fair bit of gut instinct. Employers are always talking about building their “dream team,” and I’ve helped enough of them to know that dream teams aren’t made up of just one type of person. 

Here’s the thing: while so much attention is on attracting younger talent, there’s a whole group of exceptional workers that many businesses are overlooking – people in their late 50s and beyond. Yes, the baby boomers and GenX, and let me tell you, they’re one of the most underrated talent pools out there. 

These candidates don’t just bring years of experience – they bring balance, stability, and a set of values that can lift an entire workplace. I actually feel that they often care more about work-life balance, culture, and location than they do about a few extra dollars in the pay packet.  So why is hiring older workers a Smart Move? 

In a rush to attract the “next big thing” in talent, many businesses overlook one of the richest, most reliable sources of skill, experience, and stability: older workers. Which is where the population of Australia is going. 

Whether you call them baby boomers, GenX, seasoned professionals, or simply highly experienced, candidates aged 50+ are quietly proving that they can bring enormous value to organisations, often in ways younger hires can’t. So, if you’re still on the fence, here’s why bringing older workers into your team could be the best business decision you make this year. 

Life Experience – they are used to workplace challenges, tight deadlines and economic ups and downs 

More loyal – by this I mean they are looking for a place to settle and make a lasting contribution 

Value for Money – I guarantee you will probably get bang for your buck as it is normally not about the dollar to these candidates but more around culture and work, life balance.  

Mentor – they are naturally mentors and are normally happy to pass of their hard-earned wisdom, work ethic and problem solving skills.  

Over the years, I’ve seen first-hand the value of hiring older workers. I’ll never forget the day a client called me and said, “We’re after a young, tech-savvy up-and-comer – someone who is fresh and can hit the ground running.” 

A week later, I sent them a candidate. He wasn’t young. In fact, he was 73. 

I’ll admit, I was a little nervous putting him forward, not because he wasn’t qualified, but because I knew he wasn’t young. However, when I interviewed him, he had energy and was super engaging. He spoke about his past work with passion, rattled off problem-solving examples like a pro, and had a curiosity that many people half his age could learn from. Long story short – he got the job and six months later, my client told me:
“Best hire they had made that year.” 

Older candidates often stay longer in their roles, adapt faster than people give them credit for, and have a kind of quiet confidence that comes from knowing what they know., They are comfortable admitting what they don’t know, and their honesty is refreshing, and I truly believe it fosters a culture of learning for everyone. 

Even today, I know some employers still hesitate. I get it – change can be slow. But if you put aside the number on someone’s birth certificate and really look at what they bring, you might just discover the person may help transform your business. 

In my humble opinion, the smartest companies are those who embrace age diversity. They’re not just filling a vacancy – they’re building a workplace where different generations that learn from each other, challenge each other, and make the business stronger. Older workers aren’t just a “good option” — they can be a strategic advantage. They bring the wisdom of experience, the motivation to contribute meaningfully, and the ability to steady and strengthen your team. 

So next time you’re hiring, don’t just chase the “bright young candidates,” look at the full picture – experience, attitude, adaptability. You might be surprised by who ends up being your best hire. 

 

Alicia Sumich – Divisional Manager – Business Development