Talent Has No Expiration Date: Why Age Diversity Matters in Recruitment

Across industries, one of the most common challenges raised by business leaders is the difficulty of finding good, reliable talent. While the conversation often centres on younger generations entering the workforce, the reality is that talent shortages exist across the board.

Unfortunately, younger workers are frequently portrayed in a negative light. Gen Z in particular is often branded as “work shy” or “entitled”, with many attributing this to the pandemic years. It is true that Covid-19 changed the way people think about work, but it is important to recognise the unique strengths that younger generations bring. Their digital fluency, adaptability, and willingness to challenge the status quo can provide businesses with the innovation needed to stay competitive in a rapidly evolving market.

However, age-related bias does not only affect those at the start of their careers. It also creates barriers for experienced professionals later in life.

The Overlooked Value of Experience

At Contract Personnel, we recently witnessed a stark example of this. A highly qualified candidate with decades of relevant experience, proven leadership capability, and professional qualifications was rejected solely for being “too old.” The candidate’s age? Just 50.

This kind of decision reflects a damaging misconception: that talent comes with an expiration date. In reality, experienced professionals offer qualities that cannot be fast-tracked or replicated early in a career. These include:

• Industry expertise built over decades
• Mentoring ability to develop the next generation of talent
• Resilience and perspective gained from navigating challenges
• Calm decision-making under pressure

By dismissing candidates based on age, businesses not only lose access to these invaluable skills but also weaken their long-term workforce strategy.

The Legal and Ethical Imperative

It is important to remember that age discrimination is not only short-sighted but also unlawful. The Equality Act 2010 clearly identifies age as a protected characteristic. Employers who reject candidates based solely on age risk breaching the law and undermining their reputation as fair and inclusive organisations.

As recruiters, we have a responsibility to challenge these biases and educate hiring managers on the risks of overlooking experienced professionals. Building strong, resilient teams requires recognising talent wherever it exists, not only within a narrow age bracket.

Building a Truly Inclusive Workforce

A sustainable workforce strategy must embrace contributions from every generation. Younger employees bring energy, fresh ideas, and digital skills. Mid-career professionals contribute stability, efficiency, and technical expertise. More senior employees provide leadership, mentorship, and strategic insight.

When organisations foster age diversity, they not only access a broader pool of skills but also create workplaces that reflect the communities they serve. The result is stronger collaboration, improved knowledge transfer, and greater resilience in the face of change.

Our Commitment

At Contract Personnel, we believe that talent should never be defined by age. We are committed to supporting both businesses and candidates in challenging outdated assumptions, ensuring that recruitment decisions are based on skills, potential, and cultural fit — not date of birth.

The conversation about talent shortages cannot be solved by dismissing entire generations. Instead, the solution lies in valuing the strengths that each age group brings to the workplace. After all, true progress comes from diversity – of thought, of experience, and of age.

A massive thanks to the wonderful Rosie Branford for inspiring this post.