Unlocking Untapped Talent with Siobhan Corcoran: The Case for Hiring Experienced Workers

As organizations strive to build diverse and dynamic workforces, one talent pool remains consistently overlooked—experienced workers. In a recent episode of the Hiring Excellence podcast, Johnny Campbell, CEO of SocialTalent, sat down with Siobhan Corcoran to explore how businesses can better engage this valuable demographic. Siobhan, a veteran recruiter with nearly three decades of experience, shares insights into why older professionals are often excluded from hiring processes and how companies can rethink their approach to attract and retain them.

Timestamps:

Also available on: LinkedIn, Spotify, and Apple Podcasts!

Key Takeaways

1. The Challenges Experienced Workers Face in Hiring

Despite their wealth of expertise, older professionals often struggle to secure roles due to unconscious bias. Many recruiters still filter out candidates based on age, assuming they lack adaptability or that they will demand higher salaries. Siobhan acknowledges that even in her early career, she unknowingly overlooked older applicants, sorting resumes by age and dismissing those she assumed wouldn’t fit the mold.

Employers frequently perceive candidates with extensive experience as overqualified, fearing they will leave for higher-paying positions. However, many professionals actively seek roles with reduced stress and greater work-life balance, making them a perfect fit for organizations willing to embrace flexibility.

2. The Evolution of Career Paths

Traditional career trajectories often assume a linear path—early career growth, peak professional years, followed by retirement. However, with longer life expectancies and shifting work expectations, more professionals are opting for extended, multi-phased careers. Siobhan shares her personal experience of stepping away from corporate life, only to realize she still had more to contribute in a different capacity.

The modern workforce must adapt to these evolving expectations, recognizing that older workers are not looking to climb the corporate ladder but rather to apply their knowledge in meaningful ways that align with their personal priorities.

3. The Role of AI in Reducing Hiring Bias

While AI has the potential to revolutionize recruitment, it also carries the risk of reinforcing existing biases. Many AI-driven hiring tools rely on past hiring patterns, which historically exclude older workers. However, Siobhan sees an opportunity for AI to facilitate change—by shifting the focus from age and credentials to skills and real-world experience.

AI-driven skills assessments and competency-based evaluations can help employers identify candidates who are truly suited for roles, rather than relying on outdated notions of what an ideal candidate looks like. By leveraging AI in this way, companies can ensure a fairer, more inclusive hiring process.

4. Creating Inclusive Hiring Practices

Organizations committed to diversity, equity, and inclusion (DEI) must integrate age as a critical component of their initiatives. Siobhan emphasizes the importance of explicitly including age in DEI strategies, ensuring that hiring managers and recruiters are trained to recognize and counteract bias.

Employers can also implement practical measures such as:

• Offering flexible work arrangements tailored to experienced professionals
• Adapting job descriptions to highlight meaningful contributions over rigid career progression
• Reassessing benefits packages to align with the needs of older employees
• Providing phased retirement programs or internal transition opportunities

5. The Power of Multi-Generational Teams

A workforce composed of individuals from different age groups fosters innovation, collaboration, and knowledge-sharing. Research consistently shows that multi-generational teams outperform homogenous ones by leveraging a diverse range of perspectives and experiences.

Siobhan argues that instead of seeing age as a disadvantage, companies should recognize the unique value that experienced professionals bring—whether through mentorship, leadership, or specialized expertise. By actively engaging older workers, businesses can future-proof their workforce and build a more sustainable talent strategy.

Conclusion

The conversation with Siobhan Corcoran sheds light on the immense potential of hiring experienced workers. As organizations struggle to fill critical skill gaps, overlooking this demographic is not just a missed opportunity—it’s a strategic misstep. By challenging outdated hiring practices, embracing AI-driven solutions, and fostering inclusive policies, companies can unlock a wealth of talent that has long been ignored.

Interested in hearing the full conversation?

Catch this episode and more on LinkedIn, Spotify, Apple Podcasts, and YouTube.