August 2005
Ode to the Older Worker
By
President of Workforce Associates
and author of
NetWork: Maximizing Your Career Resources on the Internet
Available online and in print from Author House
August 2005
Ode to the Older Worker
By
President of Workforce Associates
and author of
NetWork: Maximizing Your Career Resources on the Internet
Available online and in print from Author House
According to the Knight-Ridder News Service, a survey taken in 2001 by the Institute of Electrical and Electronics Engineers-USA found that IT workers 45 years and older were rated as better problem-solvers and communicators and equivalent to younger workers on technical knowledge and teamwork skills. If this is surprising to you, maybe we should dispel some other myths about older workers here and now:
- Myth: Older workers can't or won't learn new skills.
Reality: Those over 50 are proving their ability to learn new skills by becoming the fastest growing group of Internet users. And career-changers in their 40s and 50s are taking courses to enhance their skills.- Myth: Older workers don't stay on the job long.
Reality: Workers between 45 and 54 stayed on the job twice as long as those 25 to 34, according to the Bureau of labor Statistics in 1998.- Myth: Older workers take more sick days than younger workers.
Reality: Attendance records are actually better for older workers than for younger ones.- Myth: Older workers aren't flexible or adaptable.
Reality: Because they've seen many approaches fail in the workplace, they are more likely to question change. But they can accept new approaches as well as younger workers can as long as the rationale is explained.- Myth: Older workers are expensive.
Reality: The costs of more vacation time and pensions are often outweighed by low turnover among older workers and the fact that higher turnover among other groups translates into recruiting, hiring, and training expenses.Source: Institute of Electrical and Electronics Engineers-USA
Smart employers continue to intensify their competitive search for qualified workers. They seek competent, experienced, dependable people with a strong work ethic and proven ability to take care of business. Employers tell me that they’re eager to hire skilled workers who understand the real meaning of customer service, who can communicate well with others, and who can draw on their experience to solve problems. They note that workers who can take initiative, follow through, and coach others will always be in high demand.
Older workers meet these qualifications - and more. Employers consistently report to AARP and SHRM in annual surveys that they prefer seniors’ ability to initiate sales and demonstrate dependability, their varied work experience, a higher capacity to work with mature clientele, and an old-fashioned work ethic. They describe appreciation for punctuality, positive attitudes, lower absenteeism, and less inclination to change jobs, according to Helen Foster, author of a white paper entitled "Tapping the Mature Workforce."
Even the Army is strongly considering raising the age at which they can recruit new members for this branch of the military. They recognize that older workers have strengths that strongly outweigh any slight decline in physical performance. The Army is no longer a place for sheer brawn. It requires maturity and leadership skills that older workers have.
Some older workers have retired by choice; some have been laid off or "put out to pasture." Incredibly, far too many managers still believe that workers who have reached some age (you pick the number) have less value and can be replaced inexpensively by younger, more energetic workers with considerably less experience. These managers overlook the values, maturity, wisdom, skills, and commitment to quality that older workers bring to them.
Quoting Elaine Chao, US Secretary of Labor, "Nowhere is the case stronger for tapping the strengths of older workers than with employers facing the skills gap. Everywhere I go, employers tell me they are having difficulty finding workers with the right skill sets for the jobs they have to offer." Since January 2001, the biggest job growth has been among those 55 and older, with 3.2 million new workers from that group, according to the U.S. Bureau of Labor Statistics. Older workers can fill employers’ needs and will be in high demand during the balance of this decade and beyond.
Plenty of people have gotten the clue that older workers have some real value in the workplace, and the Web sites are out there to prove it. They’ll steer you to employers who have demonstrated their willingness to hire workers who are 50 and beyond.
Older Worker Career Resources:
AARP Working Options -- a great collection of resources for older workers who are job-hunting, changing careers, or thinking about starting your own business. Also check out their AARP Best Employers for Workers Over 50.
Experience Works! -- a nationwide staffing service dedicated to providing temporary and permanent employment opportunities to older individuals, dislocated workers, welfare participants, and other adults seeking employment and needed income.
FortyPlus -- career and job-hunting organization (mostly in metropolitan areas) for individuals at least 40 years old, with managerial or professional experience, and who annual earnings exceeding $40,000.
RetiredBrains.com -- where older job seekers, including those retired or about to retire, can search job listings for part-time, temporary, and full-time positions (by keywords, industry, and location), post your resume, and register for an e-mail job-search agent. Also includes career resources specifically for older workers. Free to job seekers. Especially helpful if you’re interested in positions in the public sector.
Retired Worker International -- a job site for U.S. and Canadian job seekers who have retired but are now actively seeking work on a part-time, temporary, or casual basis. Here you can search or browse job listings and post a skills summary (no resume required), and you will automatically be notified when your skills match a new job listing. Free to job seekers.
Retiree Careers -- a job and career advice site for job seekers ages 50 and above. Job seekers can search job listings (by keywords, job category, employment type, and location) and post a resume. You can also register for a job search agent and find other career resources. Free to job seekers.
Senior Community Service Employment Program (SCSEP) -- part-time employment program for low-income persons age 55 or over. Program participants work at community and government agencies and are paid the Federal or State minimum wage, whichever is higher. This site is operated by the Employment and Training Administration of the U.S. Department of Labor. Free to job seekers.
Senior Job Bank -- a job site for job seekers aged 50+ where you can search for full-time, part-time, temporary, and volunteer jobs (by job category, industry, location), post multiple resumes, and register for a job-search agent. Free to job seekers.
Senior Service America -- runs the Senior AIDES Employment Program, an employment and training program that uses community service to update enrollee's skills so that you may rejoin a competitive workforce -- currently operating in 27 states and the District of Columbia. Job seekers must be 55 years of age or older. Other resources include job clubs that assist in networking, preparing resumes, and polishing interviewing techniques. Also includes other programs, resources. Free to job seekers.
Senior Success -- from XtremeRecruiting.com, an interesting collection of news and article for working seniors -- including the Baby Boomers and beyond -- and interviews with successful seniors who show the way to career and life enrichment. Free to job seekers.
Seniors4Hire -- a great job site for job seekers 50 and older, where you can search the job bank and company profiles of employers -- and apply directly to job postings of interest. Also includes targeted career resources and articles for older workers. Free to job seekers.
You know that employers out there are looking for you, older workers. They’re looking for your experience, your talent, your tenacity, and your values. So rail against the myths. Bear in mind that most of the stereotypes about older workers simply aren't true. Find the employers who value your maturity and experience. Make sure that your technical and computer skills are in top form. Stay physically fit or start an exercise program right away. Volunteer to become a mentor. Have a wonderful second (or third or fourth) career!
Jane M. Lommel, Ph.D.
jlommel@WorkforceAssociates.com
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