28 Wednesday, June 12 2013
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THE NEW PAPER
ADULT LEARNERS
Work experience an asset
Companies are now more aware of the value mature workers can bring
WORK experience still counts in the job
market.
Recruitment and job search experts here
say that older workers and older students
need not fret over being bypassed by younger workers.
Mr Chong Jee Leck (right, centre), team
leader at BGC Group, a recruitment and
search firm, who serves the Government
and statutory boards, said: “In the past,
employers would make distinctions between older and younger workers. This was
because some positions required more intense physical work.
“However, based on our observations,
employers are now less conscious about
employees’ age as long as they are able to
meet the work requirements.
“This is mainly because of various initiatives by the Government to encourage
fair employment practices and employers’
awareness of the value mature workers
could bring to their organisation.
“So hiring of mature workers is becoming a new trend for many employers.”
According to Ms Joyce Goh, Division Director of BGC Group, older workers were
more attracted to jobs in the public sector
as they perceived such jobs to have more
work-life balance and flexibility through contract work.
Mr Chong said the current tighter regulations for recruiting foreign manpower have
pushed more employers to be more open in
hiring mature workers.
Ms Shirin Aziz (right, top), Marketing
Manager at Adecco Personnel, said: “Some
(mature workers) could mentor the younger
ones and provide valuable insight into the
industry. Talent is borderless and ageless.
“At the end of the day, those who can
justify their hire and add value to the companies will have an added advantage which
goes beyond age.”
Mr Josh Goh (right, below), Assistant
Director, Corporate Services of the GMP
Group, said some employers prefer younger
applicants because of the lower starting pay
and higher energy level while others prefer
older applicants’ work experience and maturity.
Stereotyping and age discrimination are
present in Singapore’s job market, but the
tighter manpower pool pushes employers
to recognise the need to expand their talent
pool and be more inclusive.
FOCUS
Mr Chong said: “For casual or part-time
positions, companies focus on the relevance
of experience. But for contract positions for
more specialised functions which require
staff to undergo certain structured courses
or training, paper qualification becomes a
key consideration factor.”
And mature workers cannot rely on experience alone anymore.
Mr Goh said: “Employers require job
seekers to have the relevant skills and ensure that knowledge is up-to-date.
“Mature workers have to show employ-
ers that they are relevant and keeping up
with the times with upgrading .”
“Paper qualification signifies the worker’s
knowledge and level of proficiency,” added
Mr Chong.
Due to technological advancement, computer proficiency is crucial.
“Employers would be glad to hire mature
workers with lower paper qualification as
long as they have relevant experience and
attended government-organised upgrading
courses.
“We strongly believe that constant learning is the key to remaining competitive in the
workforce.”
Ms Aziz said employers are always looking out for the best talent and those who
have upgraded their skills.
Although diploma holders may earn a
lower starting salary than degree holders,
Mr Goh felt that skills, capabilities and potential could narrow the wage gap.
Mr Chong said older workers with diplomas and relevant working experience are
on equal footing with inexperienced degree
holders.
Ms Aziz said: “Older diploma holders can
do better compared to those with degrees
due to several factors, including the industry
and types of roles within the industries.
“However, the situation is different for
those within the public sector as there are
salary ceilings.”