Benefits of Hiring Older Workers

Most older workers are planning to work during their retirement years, in part-time positions or with a reduced commitment to work.  Many of these workers are interested in doing something different than what they spent doing in the years leading up to retirement.  Jobs working for non-profits or less competitive workplace environments hold greater appeal, and boomers are interested in a challenge while also having an opportunity for work/life balance.  They don't want a boring or unchallenging job, but they do not want a high stress, demanding job either.

Mature workers have a lot to offer employers.  They have a clear understanding of their value to an employer and are interested in mentoring and contributing.  Benefits of hiring older workers include:

• More reliability than younger workers
• Eagerness to learn new skills
• Well developed core skills
• Well developed speaking and writing skills
• Lower turnover
• Ability to work with minimal supervision

Employers who are interested in recruiting older workers recognize:

• Money is less important to these workers than life balance and flexibility
• Mature workers often are quick to take job sharing opportunities
• Flexible work schedules and greater independence appeal to mature workers
• Mature workers can be attracted by offering free training to upgrade computer skills
• Perks like free use of a facility, company services, free use of computers or similar perks are often attractive.

 
Employers may make the following mistakes in hiring older workers:

• Offering over qualified mature employees entry level jobs, just because they want part-time work.
• Failing to recognize the attractiveness of benefits and perks.
• Treating mature workers like entry level employees by failing to recognize their skills and abilities and requiring them to complete basic customer service training or other training in an environment where the mature worker is talked down to.

 
So how do you recruit older workers?  Some employers recruit older workers by using employment services targeted at this group. Employers can retain current employees to work beyond retirement by offering reduced hours, flex-time or job sharing.

Employers can recruit older workers by reconnecting with already retired workers. Some job fairs are focused on mature workers and certain government funded programs designed to help mature workers who are seeking work, are an effective resource.

Employers can increase their ability to draw mature workers by ensuring their ads and career materials show a diverse workforce including older people as staff, and volunteers. Collaborate with local organizations providing services to older people to create customized job fairs. Mature workers often like to work in environments where they are offering services to their peer group. If mature consumers are recipients of your services, showing that in your marketing materials invites more mature workers to be attracted to your company.

Let both your employees and your clients know that you are interested in hiring workers. Word-of-mouth works.

If you are an employer, paying attention to the benefits and perspectives of mature workers can be helpful. If you are a mature employee seeking a new opportunity understanding how employers view mature workers and doing your research to seek out employers who recognize the benefit of mature workers is time well-spent.

The trend is clear.  Americans are aging.  Older employees are available and more are coming.  Employers who can provide an ideal environment for these valuable and skilled individuals can prepare for projected labor shortages down the road.