Why Employers Hesitate Hiring Older Employees?
The workforce is aging. People are living longer and healthier lives, and many want to continue working past the traditional retirement age of 65 (60 in some countries).
However, some employers hesitate to hire older workers. In this post, we’ll explore some of the common concerns and perceptions around older employees, and discuss how these can be addressed.
The Perceived Downsides of Older Employees
When considering hiring an older employee, some assumptions or stereotypes may cause hesitation for employers:
1. Tech Skills
There is a perception that older people struggle with new technology and adapting to digital transformations in the workplace. However, research shows age is not necessarily an indicator of tech savviness or ability to learn.
Many older employees actively use technology in their personal lives and are motivated to develop new professional skills.
2. Health Issues
There may be concerns about higher healthcare costs and safety issues. However, most people are living and working longer in good health. Any employee can have health problems, regardless of age.
With good workplace policies around flexible arrangements, employers can support employees of all ages.
3. Inflexibility
Some assume that older people are rigid in their working styles and unable to adapt to change. But motivation, not age, is the key factor in flexibility.
An openness to learning new things can override any generational tendencies towards inflexibility.
4. Cost
Higher salaries or retirement contributions can be seen as downsides to hiring older employees. However, experience is valuable, and there are always ways to structure compensation strategically rather than seeing age as a determining factor.
5. Shorter Tenure
If an employee only works for a few years before retirement, some may see less value in hiring them. But even a short tenure brings tangible benefits through mentoring, knowledge transfer, and the ability to fill temporary skills gaps.
The Benefits of Hiring Older Employees
While these concerns may cause hesitation in some hiring managers, there are also many advantages to hiring older employees:
1. Experience and Soft Skills
Older employees have accumulated years of hands-on experience, problem-solving skills, people skills, institutional knowledge, and emotional intelligence. These assets often make them strong mentors and leaders.
2. Reliability
Older employees tend to have lower absenteeism. They can demonstrate long-term commitment, loyalty, and responsibility. All of these traits positively impact workplace culture and continuity.
3. Unique Perspectives
Age diversity within teams brings richness. Older employees have seen market ups and downs so they can offer historical context and sage advice to balance youthful exuberance! Blending wisdom and energy keeps innovation humming.
4. Part-Time Options
Rather than full-time positions, employers can create flexible or part-time roles tailored to older applicants seeking less intensive schedules in semi-retirement. Job sharing can help transition knowledge while minimizing total hours.
Tips for Overcoming Concerns About Older Candidates
If you’re hesitating over the perceived challenges of hiring older applicants, here are some proactive tips:
• Evaluate capabilities, not age
Don’t make assumptions based on age. Objectively assess each candidate’s skills, alignment with role requirements, and fit. Focus on motivation and willingness to learn rather than generations.
• Set clear expectations
Thoroughly outline your expectations regarding technology usage, flexibility, performance metrics, etc. This allows all applicants to assess whether they can meet demands.
• Offer flexibility
To ease worries about health, costs, or shorter tenure, consider sabbaticals, job sharing, part-time gigs, or phased retirement options. Customized roles retain expertise while reducing risks around uncertainty.
• Highlight transferrable skills
An experienced teacher may transition effectively into corporate training roles. Veterans and nursing professionals often excel at team leadership. Adjust lenses to see transferable assets.
• Provide upskilling pathways
Offer onboarding support or resources like tutorials, reverse mentoring, and internal mobility options. Proactively equip employees of all ages to sustainably adopt new tools.
Conclusion: An Age-Inclusive Workforce is the Future
Rather than succumbing to age bias in hiring, employers should focus on the many strengths and assets older workers can provide. Building intergenerational teams will create more diverse, balanced skill sets equipped to meet modern challenges.
With some adjustments to accommodate flexible schedules, part-time gigs, job sharing, upskilling pathways, and updated policies, organizations can reap extensive benefits from experienced older employees. Their reliability, critical thinking, communication savvy, and mastery of institutional knowledge are invaluable.
By emphasizing capabilities over age, getting creative about structuring mutually beneficial roles, and setting clear expectations, employers will be well-positioned to integrate and leverage the strengths of all generations. The future workforce must include the expertise of older employees!
