I use Google Alerts quite extensively to keep up-to-date on a number of topics. What a surprise yesterday when I received notice of 3 articles, 2 recent and 1 older, about the value of older boomer and senior workers. So often you read all the myths/reasons that companies cannot, or are unwilling to even consider, recruiting older employees. (remember that older is relative) You’ll hear more from me in future posts about these “supposed” reasons for not utilizing this growing workforce
But I digress. The first article – Oldies can be goodies when it comes to workers’ mind set, by Tom Johnson – of the New Jersey Star-Ledger quotes Douglas Klein President of Sirota Survey Intelligence:
Sirota Survey Intelligence, a firm specializing in attitude research, says businesses should more carefully consider older workers as part of their hiring plans, especially now in a tight economy, when each new hire takes on greater importance.
Older workers — 63 and up — bring a higher level of satisfaction, pride and willingness to go the “extra mile” to their jobs than younger generations, Sirota’s research found. They also express the strongest satisfaction with their compensation.
Higher satisfaction, pride and extra mile are the myth busters that enlightened employers should consider. Read the entire article at: http://www.nj.com/business
The second article – Older workers make good employees – was published by the thehammontonnews.com. The article starts with “It’s a myth that has to be strongly denied — senior workers are not physically able to work because they are vulnerable to sudden illness or injuries on the job!“. But here is the troubling part for boomers and seniors as the article continues: ” But destroying that myth is not easy, because there are some employers who won’t hire older workers, being fearful of the liability of sudden illness and injury. An endless flow of articles and literature emphasizes that there is a need for older workers, but there exists a bias against older people entering the work force except for minimal jobs as receptionists.”
The article continues: “On the con scene is a view from Peter Capelli, director of the Center for Human Resources at the University of Pennsylvania’s Wharton School. He said, “The biggest obstacle, experts say, is that companies are reluctant to retain or hire older workers. At the top of the corporate ladder, executive recruiters are routinely told not to seek any one over 50.” Similar sentiments can be found across the country, and he points to a batch of evidence around the nation, states Capelli.” Read the entire article at: http://www.thehammontonnews.com
And the third article – Not Ready To Quit – by William Underhill and Temma Ehrenfeld published in the November ’07 issue of Newsweek is encouraging. There are a number of companies that are leading the nation in recognizing the value of the boomer, senior and retiree talent pool. An excerpt from the article: “The impetus to employ older workers is especially strong in skills-scarce industries like technology and health care. Companies such as Hoffman-La Roche, Cigna, Mitre and Aerospace have established retiree temp pools with formal legal and compensation arrangements. In 2003, P&G and Eli Lilly founded YourEncore, a kind of employment agency for retired scientists and engineers that matches its 4,000 global “experts” to temporary needs at 23 member companies.” Read the entire article at: http://www.newsweek.com
In summary, these small positives are encouraging. There are more companies embracing the boomer and senior job seekers. Let me know if you are one of those companies or have personal experience with one. Let’s see how big the list can get.