There are so many wonderful people that I’ve met throughout my career. The older ones, well, they’re pretty much baby-boomers. They are nearing the end of their working lives and readying themselves for retirement. There are some that are so ready to see that check come every month, tend that garden, travel in the RV, or move to a senior’s community. And there are so many others, who just simply like working. Only if someone would let them. This is where ageism sneaks into the picture.
Most people in human resources know the definition of ageism. Simply put, it is discrimination against someone because of their age. No one wants to admit it, but ageism is very real. Once you get past fifty, it becomes increasingly difficult to get a job. It is so bad now, that organizations like the AARP offer tips on how to get jobs if you are fifty or older. And sadly, these tips revolve around fooling someone into believing that you are not as old as you appear; and not the stereotypical older candidate – you’re on social media, you’re comfortable with technology, blah, blah, and blah! If you exclude a candidate because of her age, then shame on you. Your company is the lesser for it. Here’s why:
Older Candidates are Reliable
Let’s face it, no one joins a company any more for the long haul. If you are fortunate to be with an organization for more than five or ten years then you are one of the lucky ones. The average time employee’s stay with their companies is somewhere around four years. If that’s the case, and you hire a sixty-year-old candidate who is extremely qualified, you are possibly looking at that person contributing to your organization for five to seven years – above the average! This is not to suggest that younger candidates are not reliable. Of course they are but you also get the same reliability with an older candidate. And that candidate comes with a lot more experience.
Technology
Most older candidates are adept with technology. Why? Because it’s been around for their entire careers. The first PC was introduced in the mid to late seventies, around the same time many fifty and sixty year olds entered the job market. Many, if not most older employees and candidates are extremely comfortable with technology.
Experience
Good Lord, they have the experience! They’ve put 25 to 35 years into doing what they do. They’ve been successful at it. And the only reasons they are looking for a job are varied. Quite frankly, many of them just don’t want to quit working. They enjoy contributing.
Mentorship
Yes, the older worker can be a great mentor for many of the junior people at your organization. Through their experience they have seen nearly every scenario one can imagine. In addition, they make great trainers. The lessons they’ve learned are invaluable, especially when they impart that to others.
So, hey, don’t get caught up in this Ageism thing. Take a risk on an older worker. I guarantee your organization will be the better for it.
