There are two things that just about every business needs: Customers and Employees. No matter what industry you’re in, you need both to make your business thrive. You need customers with money and needs and you need employees that are dependable, focused, honest, loyal, organized, and responsible. Today, we’re going to focus on the employee part of this equation.
It is estimated that American employers will spend millions of man-hours annually placing ads, screening candidates and then interviewing the ones they didn’t weed out. And then, even more man-hours hiring and onboarding new employees before putting them through a training program!
You’ve been through the drill and like so many other employers, you have a new employee work for a short time, a few months if you’re lucky, only for them to tell you “this isn’t for me” or “I’m looking for something more fulfilling”. Or worse, they don’t tell you anything at all and just quit showing up.
Are there any more dependable, steady workers out there these days? Anyone left that will dedicate themselves to the betterment of the company as a ‘team player’ and take pride in that? Or are they all out for themselves and don’t think twice about the wake they leave behind?
Well, take a look at the average age of your employees. Are most of them in their 20s and 30s, maybe a few in their early 40s? Do you tend to lean toward hiring a rookie over a veteran when you’re in that weeding out process?
It’s Time To Take A Different Approach
It may be time for you to forget the myths about older workers being too expensive to hire and being out-of-date with today’s technology. Why? Well, they are competent, loyal, and will help your bottom line.
Now that doesn’t mean you should hire only seasoned veterans. A company needs a good balance of both the veterans and the rookies. The rookies are ready and willing to challenge the status quo, plus they are less expensive.
But you need the seasoned vets too because they know how to get hunkered down when things get tough and get the job done under pressure and without pressure or being asked to. It is that latter part that you’re missing out on with the rookies.
But if that alone isn’t enough to convince you why you should give older applicants more consideration, and by older, we’re talking about the 50 and over group, take a look the following reasons:
Strong work ethic: The older worker will be, on average, dedicated and more reliable, both of which will save you money in the long run. When it comes to customer service, the mature workers will outshine the younger generation every time. Moreover, critical thinking skills improve over time resulting in better decisions by older workers.
Older workers can also make excellent mentors to their younger colleagues in an organization streamlining knowledge transfer and can act as professional “coaches” and role models. They can also illuminate a career trajectory to the millennial workers who approach jobs and companies with a much shorter timeframe in mind.
Despite the obvious benefits of diversity of thought that hiring older workers brings to an organization, discrimination based on unfounded myths still plague a lot of hiring managers. According to a 2013 Society for Human Resource Management study, misconceptions including higher health care costs, deteriorating performance, low ROI on older workers were all found to be untrue.
An easy way for organizations to improve the age diversity in their workforce is through contingent workforce arrangements. A significant number of American workers of all ages are open to temporary work nowadays through staffing firms like Oloop. Contract-to-hire and other similar arrangements provide firms with a chance to evaluate a worker’s performance and culture fit without much upfront risk.
At Oloop, we screen and present candidates of merit without consideration of age, race, gender, religion, sexual orientation, etc. As the unemployment rate decreased month over month and the talent market tightens, now is the time to take a well deserved second look at older workers through workforce partners such as Oloop.