Many companies hire older workers because they have traits other generations of employees don't have. Here are some you might be interested in:
- Older generations thrive on hard work. They believe in putting in a full day's work for a full day's pay. As senior citizen, policy director, John Rother, explains, "Older workers have a strong work ethic."
- Older workers are loyal. They appreciate the opportunity to work and stick with those who give them a chance to perform and produce.
-
Older workers take great pride in their accomplishments. They care about doing
a good job.
- Older workers are dependable. They show up on time all the time. They take orders seriously, keep their promises and do what they say they will do.
- Older workers don't do politics. They don't play political games, have hidden agendas or harbor secret ambitions. They are not interested in climbing the corporate ladder, so they don't have to resort to manipulation, dirty tricks or one-upmanship.
Most importantly, older workers have more than their share of "emotional maturity" and common sense.
What does it take to turn on older work power?
Results of an AARP survey that asked what seniors say they need to succeed on the job:
- Adequate time off (86 percent).
- Respect from supervisors (86 percent).
- Adequate health insurance (84 percent).
- Flexibility (76 percent).>
- A worthwhile, protected pension plan (76 percent).
A growing experienced labor pool.
According to AARP 8 out of 10 baby boomers say they plan to work in retirement.
A Wall Street Journal report indicated that 68% of current workers expect to work for pay in some capacity after they retire.
Everyday, 10,000 Americans turn 55.
Tapping into the strengths of these older workers is an excellent way to save on training and benefits costs.
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.
Percentage Change in the U.S. Older Population, by Age Group:
Selected Time Periods, 1995 - 2010*
| Time Period | Under 60 | 50+ | 55+ | 60+ | 65+ | 75+ | 85+ | 100+ |
|---|---|---|---|---|---|---|---|---|
| 1995-2000 | 4.6 | 11.1 | 7.3 | 4.1 | 3.5 | 12.1 | 17.2 | 33.3 |
| 2000-2010 | 5.6 | 27.0 | 27.3 | 22.6 | 13.5 | 10.7 | 33.2 | 81.9 |
*Source: U.S. Bureau of the Census, Current Population Reports, P25-1130, “Population Projections of the United States, by Age, Sex, and Hispanic Origin: 1995 to 2050,” February 1996; and “U.S. Population Estimates, by Age, Sex, Race, and Hispanic Origin: 1990 to 1994.”
Estimates and Projections of the Older Population, by Age Group: 1995 - 2010*
*Source: U.S. Bureau of the Census, Current Population Reports, P25-1130, “Population Projections of the United States, by Age, Sex, and Hispanic Origin: 1995 to 2050,” February 1996; and “U.S. Population Estimates, by Age, Sex, Race, and Hispanic Origin: 1990 to 1994.”
Labor force participation ages 55 to 64
2002 men 69% women 55%
2012 men 75% women 64%
Source American Demographics analysis of BLS data
65+Labor Statistics**
**Source: A Profile of Older Americans
Why is there a need for a venue specifically designed to reach retired and retiring seniors?
Seniors generally will not apply for positions open to the general population because they fear they will not be considered for the jobs because of age discrimination. They also wrongly feel that their skills and abilities do not qualify them for many of the employment opportunities currently offered.
Employers wishing to take advantage of the experience and reliability that seniors provide must communicate to this group that they are specifically targeting them for employment.
