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Hiring Grey-Haired Employees
Can you handle the truth? If you think you can, let me test you. The last time you interviewed an employee over age 50,
were you concerned that he or she would not be able to be as productive as a 20 or 30-year-old employee?
Were you worried that the older employee might have memory or health problems, not be familiar with or be able to be
trained to use new technology, or might retire before he or she completes training? Myths, myths, and more myths
suddenly develop in the minds of employers when they interview an older worker (50 to 64 years of age).
The first myth that comes to mind to an employer is that an older worker might have health problems; therefore,
an older worker will cost the company too much money in terms of health care premiums.
It is true that older male employees do utilize more health care dollars than younger
male employees; on the other hand, older male employees generally do not carry as many
dependents on their health policy as younger male employees do. Therefore, any
increases in health care costs older workers might generate, are likely to be offset
by having fewer dependents. In regards to older female employees over age 50, they
generally use less health care dollars than younger female employees because they are
past childbearing age.
If absenteeism rates determine health, then older workers should be healthier than
younger workers. Research has shown that absenteeism rates are lower for employees'
50 to 65 years of age than employees between 33 to 44 years of age.
Another health care problem that employers are concern about is that older workers
have memory problems. The latest research shows that people do lose some of their
memory ability in their working and secondary memories as they age; however, only 10
percent of people over age 65 show any significant memory impairment. Therefore,
when people are at risk for memory impairment, they are usually well into their
retirement years.
The second myth that comes to mind to an employer is that an older worker will
not be familiar with technology or will be too difficult to train. Did you know
that the fastest growing groups of new users to the Internet are those over age 40?
Okay, your great grandmother may have had trouble using a computer, but research has
shown that employees over age 50 are able to learn to operate a computer as well as
younger employees. In terms of training, any extra training costs, such as
additional one to one training, which an older worker might require, are usually
offset by reduced turnover rates among older workers.
The third myth that frequently develops in the mind of an employer when interviewing
an older worker is retirement. The baby boomer generation, according to research,
will stay longer in the workforce than their parents' generation. Baby boomers do
not want a "rocking chair" retirement. Most baby boomers (8 of every 10) plan to
work at least part-time following retirement. Some even plan to start their own
business, start another full-time job, and many plan to engage in volunteerism.
The message is clear; baby boomers enjoy activity and generally gain a lot of that
activity by staying involved at work.
10 Reasons to Hire Older Workers
1.) Older workers have lower absenteeism rates than younger employees.
2.) Older workers have lower turnover rates than younger employees.
3.) Older employees are generally more loyal employees.
4.) Older employees have less job injuries than younger employees.
5.) Older employees are less likely to steal from your company.
6.) Older employees bring a wealth of experience with them to work.
7.) Older employees generally have a strong work ethic.
8.) Older workers generally find satisfaction with and enjoy their work.
9.) Older workers want to work, at least part-time, even after they retire.
10.) You will one day be an older worker.
Job Websites for Older Employees
Senior Job Bank
Maturity Works
General Information for the working mature person
AARP
Age Discrimination
The Department of Labor
The Equal Employment Opportunity Commission
Happy Working,
Gary Vikesland, MA LP CEAP
Employer-Employee.com
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