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Experience Counts: The Business Case for Hiring Mature Workers (A
Three-Part Series)
By: Janet
Marinaccio & Lisa Jordan, Human Solutions LLC
It is estimated by the Bureau of Labor Statistics that by 2014 approximately 78
million baby boomers will leave the workforce. At the same time, just over 75
million workers will follow to replace them. However, numerous reports tell us
that on the whole, baby boomers are planning later retirements, and many are
seeking “encore” careers – allowing them to keep working past retirement age.
Some are doing so because “working hard” has helped define this generation,
others for economic reasons. Whatever the motivation, they want to work, and
based on official projections, employers are going to need them.
This three part series will explore ways for employers to invest in the
experience of mature workers and meet growing labor market demands.
Part One: You Can’t Teach Attitude
Human resource professionals usually hope for the ideal candidate: someone who
has superior job skills AND is proficient in “soft skills” such as a
responsibility, honesty, integrity, excellent communication, ability to
problem-solve, open to learning, and so on.
They can dream, can’t they?
In reality, the hiring manager often has to decide between the person with
excellent job skills and a poor attitude, or someone with “good enough” job
skills, a great attitude and is teachable in the specific requirements of the
job. According to experts, the second candidate is often the best choice.
In today’s workforce, one group that has these exceptional soft skills is mature
workers (age 55 and older). In a recent survey that was conducted as a part of
the Mature Workers’ Concerns During Job Transition research project coordinated
by the L.A. County Workforce Investment Board, Mature Worker Council, and Dr.
Pam Gefke, of the School of Behavioral and Organizational Sciences at Claremont
Graduate University, employers reported that mature workers are viewed as being
“ethical, loyal and experienced” and having “credibility, commitment and good
judgment.” These workers are also perceived by employers to lack technology and
computer skills.
Most employers will say that you typically can’t change who people are, but you
can change what they know. So when choosing between a younger worker who has
been using a computer since they could walk, but may lack commitment, ethics and
life experience, and a mature worker with a fantastic attitude, who is
teachable, which hire makes the best business sense?
Next in Part Two: Stop Throwing Your Money Away – Understanding the Cost of
Turnover
If you are an employer, to access a pool of motivated mature workers, contact
your local WorkSource Center. Visit
http://www.worksourcecalifornia.com/ and click the Business Resources link
on the left. Mature workers seeking employment may also visit the same site and
click on Services for Job Seekers.
Human Solutions LLC specializes in disability and workforce development
solutions for employers.
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