November 2009

The Advantages of Hiring Older Workers

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Savvy employers know that in order to have a broad perspective of experience, and ideas in the workplace, it’s important to hire workers that are not cookie cutter versions of the rest of your staff.  This includes taking advantage of the rich resources that older workers can provide to an organization; even if the job that you are recruiting for is an “entry level” position.

Let’s face it, choosing to not hiring someone on the basis of their age is illegal, yet some older workers still suffer from the sting of age discrimination.  Like other forms of discrimination, age discrimination can be very subtle and not always recognized or acknowledged.

Choosing not to hire an applicant because they have too much experience can be perceived as a form of subtle discrimination because it inadvertently rules out candidates who have several years of experience.

There is the belief that older workers, who have been employed for decades, are no longer interested in working once they reach retirement age. The mindset that one should retire at age 65 and make room for the younger generation in the workplace is gradually disappearing.  Employers are realizing that many mature workers aren’t interested in retiring just because they are of a particular age. These are employees who enjoy, what they do, are good at it, and want to continue making contributions to the organization.

The advantages to hiring older workers are varied. Older workers offer

  • A strong work ethic
  • Strong problem solving, and trouble shooting skills
  • Ability to work autonomously
  • Good judgment skills based on past experience
  • The maturity and interest to mentor co-workers based on their years of experience in the workplace.
  • Excitement about the changes in the workplace as it relates to new technology.

Of course younger workers have similar attributes and not all workers whether they are younger or older can be labeled as the “best” type of employee to hire in any situation. But, our older workers offer skills and real life work experience and perspectives that their younger counterparts simply cannot match based on their lack of overall years in the workforce.

The key is to take advantage of what our entire potential workforce has to offer which includes mature workers; even for those positions where it is assumed that there is not an interest because of the candidate’s vast experience.  A workforce made up of a microcosm of our community, be they young, mature, male, female, or people of color can only help to make a company more dynamic and richer given the varied skills, experience and perspectives that difference brings to the table.

Dianne Shaddock is the Founder of Easy Small Business HR, Employee Hiring and Managing Tips.  Through the Employee Hiring and Managing Tips podcast, blog, and weekly ‘quick tips’  e-newsletters,  Dianne offers expert advice on how to make better hiring decisions, manage difficult employees, develop employee policies, motivate staff, and so much more.   No stuffy, corporate HR policy lingo; but straight forward, easy to understand and implement advice for businesses just like yours.  Stay ahead of the curve and go to Easy Small Business HR for more tips on how to hire and manage your staff effectively.

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Four Important Hiring Tips To Implement Now

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Never hired before?  Hired before, but could use some help?  Implement the tips below to make the process of finding and hiring the best candidates a lot easier.

Hiring Tip #1: Acknowledge Applicants

Applicants who have taken the time to submit a resume or application should be acknowledged.  If you don’t have the resources to respond to each person who applies, post a brief statement on your website as to what candidates can expect when they submit a resume for your job, including whether all candidates will be contacted, or just those candidates who will be invited in for an interview.

Hiring Tip #2: Follow Up With Job Candidates

Given time constraints, or a discomfort for relaying “bad news”, many managers neglect to contact candidates that they have interviewed to inform them of whether or not they will still be considered for the job.

If you have invited a candidate in for an interview, be sure to keep them apprised of their status during your interview process.  Don’t leave the candidate wondering whether or not they are still being considered.  If you have ruled out a candidate that you have interviewed, let them know as soon as possible.

Hiring Tip #3: Have Candidates Complete a Job Application

No matter how small your company, a best business practice is to ask candidates who will be interviewed to complete a job application in addition to submitting their resume.  A job application is considered a legal document.  When an applicant signs your application form, they are verifying that the information that they have provided is true and accurate.  If you’ve hired an employee who you later find has falsified their education or experience on their application, you have a clear cut case for dismissal, if termination is the appropriate action to take.

Hiring Tip # 4: Prepare for the Interview in Advance

You want to find the best candidate for your job.  One of the most effective ways to do that is to take the time to write down all of the tasks that you will require of your new employee as well as the softer skills that are important for the candidate to possess in order to be effective in the job.  Softer skills include things such as “customer service skills” or “interpersonal skills”.

Develop questions that focus on the core skills, competencies and experience that you have identified in your job summary, or description. When thinking about the types of questions that you’d like to ask your potential employee, make sure that the questions are “behavioral” interview questions which require the applicant to provide examples that support their experience as opposed to answering just yes or no.

Dianne Shaddock is the Founder of Easy Small Business HR, Employee Hiring and Managing Tips.  Through the Employee Hiring and Managing Tips podcast, blog, and weekly ‘quick tips’  e-newsletters,  Dianne offers expert advice on how to make better hiring decisions, manage difficult employees, develop employee policies, motivate staff, and so much more.   No stuffy, corporate HR policy lingo; but straight forward, easy to understand and implement advice for businesses just like yours.  Stay ahead of the curve and go to Easy Small Business HR for more tips on how to hire and manage your staff effectively.

Let Your Voice Be Heard: Did you find this post helpful?  Have a comment that you’d like to share?  Take a moment to share your thoughts.  All comments will be posted with the exception of posts containing inappropriate or inflammatory language and/or spam.

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