{"id":5972,"date":"2016-11-03T19:00:16","date_gmt":"2016-11-03T23:00:16","guid":{"rendered":"https:\/\/kerryhannon.com\/?p=5972"},"modified":"2016-11-03T19:00:16","modified_gmt":"2016-11-03T23:00:16","slug":"its-smart-to-hire-older-workers","status":"publish","type":"post","link":"https:\/\/kerryhannon.com\/?p=5972","title":{"rendered":"It\u2019s Smart to Hire Older Workers"},"content":{"rendered":"

\"download\"<\/a>Want an employee who will show up on time, with a smile, and do the job without a lot of supervision? Consider hiring an older worker.<\/p>\n

\u201cOlder Americans want to continue working,\u201d said Art Koff, founder of RetiredBrains.com,<\/a> a job and information resource for baby boomers, retirees and others who are planning what their retirement might look like in coming years. And that\u2019s a good thing for small business owners, say researchers, HR experts and small business owners themselves.<\/p>\n

Read on NCR Silver<\/a><\/strong><\/p>\n

Contrary to what you might think, greying employees can be a boon to your business. In a survey from the Society for Human Resource Management on older workers, researchers found that the top three advantages of these employees, compared with their younger counterparts, are:<\/p>\n

    \n
  1. More work experience<\/li>\n
  2. A higher level of maturity\/professionalism<\/li>\n
  3. A stronger work ethic<\/li>\n<\/ol>\n

    \"aarp,job.expert\"<\/a>\u201cOlder workers can hit the ground running,\u201d said Kerry Hannon<\/a> AARP\u2019s Jobs Expert<\/a><\/strong> and author of 10 books including \u201cGetting the Job You Want After 50 for Dummies.<\/a>\u201d \u201cThis is especially good for small businesses and startups that need to move quickly.\u201d<\/p>\n

    \u201cOlder employees also have the knowledge gained through decades spent in the field, they\u2019re reliable, they show up at work on time and have a work ethic that is ingrained,\u201d said Hannon.<\/strong><\/p>\n

    Other benefits they offer, according to Hannon:<\/strong><\/p>\n

      \n
    1. They can see the big picture. They\u2019ve weathered lots of business ups and downs and have a long-term perspective.<\/li>\n
    2. They have people skills that boost morale. They know the value of a phone call instead of a text, a face-to-face \u201cgood morning\u201d or personal congratulations for a job well done.<\/li>\n
    3. They\u2019ve learned how to work and can do their job without supervision, freeing you up for other responsibilities.<\/li>\n<\/ol>\n

      For Colin Milner, who founded the International Council on Aging<\/a> 15 years ago, the employees who have aged along with him have helped him remain competitive. \u201cThey have an immense knowledge of what my business is and what we do,\u201d he said.<\/p>\n

      HR managers are seeing the value of older employees and, instead of trying to phase them out, they\u2019re encouraging them to postpone retirement, according to the AARP report \u201cA Business Case for Workers Age 50+: A Look at the Value of Experience 2015.\u201d<\/p>\n

      A bonus: Over-50 workers are likely to be more enticed by non-financial incentives such as flexible work schedules, telecommuting options and opportunities to learn new skills.<\/p>\n

      Another bonus: While younger workers may see the job as a stepping stone, meaning you\u2019ll have to hire and train their replacements when they leave, seasoned employees may be more likely to stick around.<\/a><\/p>\n

      Managing and retaining older employees<\/h2>\n

      Unless you\u2019re hiring for a position that requires a specific skill set (to manage your social media accounts<\/a>, for example), both younger and older workers usually require on-the-job training, according to Milner, with little difference in effort and cost other than, perhaps, the way training is delivered.<\/p>\n

      \u201cYounger employees may want to learn online, while older workers may prefer face-to-face education,\u201d he said.<\/p>\n

      \u201cLearning what works best for different employees, no matter what their age, makes you a more flexible \u2014 and more appealing \u2014 employer,\u201d said Milner.<\/p>\n

      To attract and keep older workers, offer flexible work arrangements that allow time for responsibilities such as caregiving for elderly parents, and take into account any physical challenges (perhaps moving from a job that requires standing to one that can be done seated). Above all, treat all employees equally to foster a positive and enthusiastic workplace mentality<\/a>.<\/p>\n

      \u201cBy treating your older workers as part of your team, you\u2019ll show them that you value their contributions to your business,\u201d said Art Koff.<\/p>\n

      That\u2019s what Matt Arney, founder of the startup TranslateNow, has found. \u201cI\u2019m working closely with a nearly 80-year-old advisor who is helping with our corporate formation and investment strategy,\u201d said Arney. \u201cHe has had a very successful career and takes pride in helping startups to grow and avoid mistakes he\u2019s seen in his career. His advice has been invaluable and he\u2019s a trusted member of the team.\u201d<\/p>\n

      by: Carol Sorgen<\/strong><\/p>\n

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