This blog contains many links to previous blogs and resources on this topic. Please explore them!
Many of you may remember the popular country western song “Looking for Love in all the Wrong Places” from Johnny Lee in 1980. Nowadays, it seems like so many companies looking for qualified people and complaining they can’t find any are looking in the wrong places. At the same time companies are moaning about labor shortages, I know of many great talented qualified older adults looking for work, getting passed over or not even being considered.
Here are some misconceptions about mature talent:
1) Older experienced workers are overpriced since they want to continue making or increasing their current salaries. Actually many senior workers are now financially secure and not working because they need to. They are working because they want to keep busy and their bodies and minds active. Many are willing to take part time, seasonal and lower paying work.
2) Older workers are slow and cannot learn new skills. Many older adults love to continue to learn and grow and view themselves as life long learners. They are excited about learning new things and understand the importance of keeping current in their fields. For example I myself continue as a diversity consultant and trainer at 66 years old, and each year like to add one new expertise to my portfolio. For example, in 2021, I added work around supporting nonbinary people in the workplace, and use of pronouns. (see my recent blog about this subject.)
3) Older people will probably miss more work because of illness. Not true. Most seniors are very loyal to their employers and will place a high priority on living healthy so they can provide their best services to their employers.
4) Older workers will be inflexible and not deal with schedule changes. Actually many senior workers would prefer to work part time or take on seasonal work and be available during peak times when additional staff are needed.
5) Older workers will clash with the younger talent. Yes, there are some older people who stereotype the younger generations as lazy or entitled, and frankly I would not want to work with bigots who stereotype entire groups of people myself. When hiring mature talent, look for those people who value diversity and enjoy teaming with and understanding the value that young people add to the workplace. Combining the creativity and understanding of the latest technology that young people have with the experience and market knowledge of the older generations can create powerful success for your organization.
Here are a few more points and links to blogs:
• Job-sharing (two people working part time) may be an ideal situation for mature talent that wants to work part time. Read my case study (part 1) on job sharing followed by the summary blog of 5 tips for successful job sharing.
• My 2013 blog about considerations of older talent and issues in the workplace.
• This 2020 blog linked to two podcasts interviews I participated in around older employees and veterans
• AARP has a robust set of resources for the working older adult.
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Please be in touch with me to discuss my consulting and training services around inclusive recruiting, or sign up for my 4 hour DiversityFIRST Virtual Suite “Inclusive Recruiting – the Why and the How on Aug 17, 2022. Link and scroll down to August.