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Hiring Someone Over 45 – You’re Kidding
It’s true, many employers consider someone over 45 to beyond the hiring age! Crazy, I know! What they fail to realize is the science of neurological abilities of an individual do not decline until well into the mid-70’s – that’s according to Crawford 2004 and cited in Gosling in 2011.
Employers sometimes just need help in realizing the value of keeping and hiring what is often termed the “older worker”. Statistical data as related by Simon Chalk of Age Partnership states, “Wisdom is what clients seek and that can only be found in those who have learnt their trade and served their time.” Rather profound words, don’t you think?
There are many things to support an employer in hiring an older worker:
- Replace academic barriers – Grant Thornton, accounting giant in the US has found employees without academic criteria are performing as well as those with the academic criteria
- Find out how an individual wants to work – some are looking for flex time – it may be 8 or 12 hour days, it may be daytime, night time, weekends – ask and then you will know if your workplace can accommodate them
- Inspire purpose in your employees regardless of age – what is the purpose of the role and how does it fit into the bigger picture of your organizational culture – people get excited when they see how their success builds the organization’s success
- Individuals with wisdom of the job can do the job in half the time (and sometimes less) than the newbie who has to do the research to gain that same knowledge
Perhaps it is time to forget about doing exit interviews and doing “stay” interviews – finding out what will keep people in your employ rather than having them head off to another job or to retirement. We already know the greatest reason people leave a job is because they don’t trust their manager. What better way to build trust than to find out why people are still with you!
Your questions should reflect the fact you care about the individual:
- What do you look forward to when you come to work?
- What do you want to learn next?
- Why do you stay here?
These questions will get you started. Always remember, it is more cost effective to keep an employee than to hire a new one. Imagine the wisdom, the knowledge and the ability of this “older worker” to mentor and coach younger or new employees. You save a bundle!
It’s like the retired employee who was called into the factory to fix a problem machine because all the new employees couldn’t figure it out. He came, he listened, he took his hammer and pounded in the right spot only once. His bill of $10,000 was balked at! He reminded the company he had a wealth of experience he was willing to share – at a cost. Hire and keep your wise employees!
Sherry’s CORNER
Listening is critical! Recently I was heading to a client’s office. A family entered before I got to the door and the son stood and held the door open until I was able to scurry over and get in the door. Manners are not gone – they are alive and well in this young teenager.
My short, “Thank you” hardly seemed enough. He smiled and appeared pleased I was appreciative of his thoughtfulness. It got me thinking – do I notice when others do helpful and kind things enough? I am not sure, however, I can tell you I will be paying more attention to finding others doing helpful acts.
Please share your thoughts – email me at sherry@dimension11.com.
QUOTE
“When you practice gratefulness, there is a sense of respect toward others”
Dalai Lama
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