Employers' Hiring Preferences and Older Workers' Employability: Insights from Singapore

Abstract

Purpose: As populations age, extending working lives becomes essential for retirement security and workforce sustainability. While research often focuses on older workers' employability, employers' perceptions remain underexplored. This study examines how employer perceptions influence hiring preferences for older workers, comparing their perceptions on mature (ages 50-59) and senior (ages 60+) workers. 

Design/methodology/approach: We collect a nationwide survey of HR managers in Singapore, surveying employers' perceptions and valuation of older workers and categorizing them into behavioural, normative, and control beliefs. 

Findings: In running logit estimations, we find that all three belief types shape hiring decisions of older workers, with normative beliefs having the strongest impact. At the same time, these beliefs lead to divergent hiring preferences for mature and senior workers. 

Originality/value: The findings call for the need to devise distinct strategies to reintroduce mature and senior workers back into the labour force to promote their productive longevity. Such efforts would not only enhance retirement security but also help industries navigate workforce challenges in aging societies.

Keywords: older workers, human resource management, population aging, productive longevity, hiring decisions