Hiring Older Workers
Older Workers Series.One
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If you are over 50 and looking for work you may have a difficult time getting your foot in the door. Many 30-something interviewers are reluctant to hire their parents. But they are making a big mistake by not understanding what older workers have to offer and ultimately their company will pay the price.
Most workers today aren’t retiring at 60 even if they can afford to, because 60 isn’t old anymore and they want to work. They are in good health and have a wealth of experience to offer. Surveys have found “adults over 65 reporting lower levels of depression, loneliness, and other mental health problems than their younger peers.” The belief that older workers are a risk or burden to a company is also unfounded. Many studies have shown that older workers “are the most satisfied with their jobs and the most engaged of all age groups” which results in less absenteeism and higher productivity. They tend to pay greater attention-to-detail and have a strong work ethic. Companies hesitant to hire someone 60-plus because they may only be there five or 10 years also is a fallacy. The most recent data from the Bureau of Labor Statistics shows that 25 to 34-year olds only stayed at their company an average of 3.2 years. An older worker may actually offer ther company a longer tenure. So it’s time that employers take another look at hiring older workers. The workplace is changing and older workers not only want to work but they are more than up to the job. Source: “When Older Workers are Overlooked, It’s Employers Who Miss Out” by Jacquelyn James, huffingtonpost.com, 6/8, 2013. |
Older Workers Series.Two
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Employers who are looking to hire dependable, dedicated, steady workers should take a look at older workers and here are 12 reasons why.
“Older workers unique skills and values – and the potential savings to a company in time and money – make hiring them a simple matter of rethinking the costs of high turnover in a more youthful workforce vs. the benefits of experience and mature standards older workers bring to the mix.” Source: “12 Benefits of Hiring Older Workers” by Stephen Bastien, entrepreneur.com, 9/19/2006. |
Older Workers Series.Three
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This is the third in a series about why companies should consider hiring older workers.
The last installment listed twelve reasons employers should hire older workers. Here we review a survey by the Society for Human Resources Management and Sloan Foundation of 1,913 human resource professionals asking them what companies are looking for in older employees. Here’s how they can impress a potential employer: Demonstrate your experience: Generally employers recognize older workers have more experience and skills than younger employees. Make sure the your years of experience are perceived as an asset. Emphasize you network: Older workers have collected a lifetime of contacts that the company might tap into. The ability to bring new business to the company is a big plus. Keep it professional: Older workers are perceived to be more professional and reliable and tend to have a stronger work ethic. Make sure you show that applies to you. Highlight your communication skills: Some employers appreciate that older workers know grammar, spelling, reading and speaking skills. Others are looking for critical thinking and problem-solving skills. Be prepared to give examples of workplace problems you resolved. Make a commitment to the company: Some companies say they like older workers because they tend to be more loyal and have lower turnover. They want a worker who is committed to the workplace goals. If you are planning to stick around for awhile be sure to point that out. Indicate your willingness to pass on your skills: Companies are interested in older workers who will serve as mentors to the younger workers and many have training programs designed to transfer such knowledge. Find out where recruiters are looking for older workers: Some companies are making a concerted effort to hire workers 50-plus. Often they turn to employee referrals and networking to find experienced employees. Other ways they seek older workers is websites geared toward older audiences, using older workers as recruiters, employment agencies and social media, such as Linkedin and Facebook. Source: “What Employers Look for in Older Workers” by Emily Brandon, money.usnews.com/money/blogs/planning to retire, Jan. 30, 2015 |
Older Workers Series.Four
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This is the last in a series of articles about why companies should consider hiring older workers.
Workforce demographics are changing and businesses need recognize that fact and be prepared to deal with it. More workers are getting ready to retire than are entering the workforce. In 2012, Pricewaterhouse Cooper conducted a study that found skill shortages are viewed as a serious threat to business expansion. Many industries are already feeling the pain of the workforce changes. The U.S. Population Reference Bureau has issued the following statistics:
Increasing employee turnover among Gen Y and Millennials is also creating a problem. Deloitte’s most recent global employee survey shows that as of 2011, only 35% of employees globally expected to stay with their current employer, compared to 45% in 2009. So, 65% of employees clearly indicated they were looking at changing jobs. This has serious implications for a business looking to maintain a stable workforce, with the necessary skills to do the jobs required. The question is how should businesses address the problem.
Older workers can certainly play a critical role in helping mentor and train younger workers to develop the skills and work ethnic necessary for a business to succeed in this changing workforce. Source: Building a business case for talent management part 2: Managing the changing workforce, by Tim Sackett, President, HRU Technical Resources, www.halogensoftware.com. |