The GROW project brought together employers and recruiters alongside older individuals to develop and try out innovative strategies for combating age-related discrimination in the hiring process. This included designing and evaluation the entire recruitment journey, brainstorming novel concepts, transforming them into practical tools and then testing them.

Three tools were identified with the highest potential to minimise age bias in recruitment:

Inclusive Job Adverts

This tool addresses various challenges older applicants may encounter. It involves eliminating stereotypical language, clarifying flexible work options and enhancing transparency in the recruitment process. By making simple adjustments to job adverts, older job seekers can feel more informed and confident about applying.  changes to your job advertisement, an older worker can feel more informed and positive about going forward with their application.

• Default part-time/jobshare options

• Highlighting benefits offered

• Put essential information at the start of the application.

• Eliminate biased language.

• Concentrate on skills and behaviours.

• Specify flexible working options.

• Include workplace adjustments.

• Describe application process and next steps.

• Provide contact information.  

Interview invitation and scheduling forms

This tool simplifies the communication of essential information, which can be especially helpful for older applicants who may not have recent experience with the recruitment process. It also provides a straightforward way for applicants to request necessary interview accommodations.

• Ensure all relevant details are included.

• Support candidates in requesting additional accommodations.

• Specify the point of contact.

• Allow candidates to choose their interview location.

• Offer multiple time and date options for the interview.

• Provide assistance with communication.

• Offer accessibility support.

• Provide format-related support

Writing a confirmation email:

• Include logistical details chosen by the candidates.

• Share information about the interview panel.

• Describe the interview format.

• Provide sample interview questions.

• Offer guidance on how the candidate should prepare.

• Include a summary of what support the candidate selected.

• Include instructions for the interview day.

• Outline next steps.

• Allow candidates to make changes or add requirements.

• Include the main point of contact.

Discussing flexible work arrangements

This guidance is designed to assist hiring managers and HR professionals with future planning.  As flexible work arrangements are an important consideration for older applicants, this guidance offers strategies for adapting and improving processes. can provide your organisation with ways to adapt and improve processes.

• Internally discuss and decide on potential working patterns internally.

• Incorporate details of available working patterns into job advertisements.

• Avoid inquiring about working pattern preferences until making an offer.

• Keep track of flexible working preferences.