More and more employers are finding it cost effective to utilize boomers, seniors and even “retirees” on a part-time or project assignment basis. Temp firms have been using this resource successfully for years.
An older worker generally needs less
training, has a better work ethic and will often take a temporary or project
assignment for far less than the hourly rate the person commanded when he or
she was working full-time. Employers usually do not have to pay benefits so
hiring from this age demographic is a win-win for both as older workers often
have less need for benefits than they did when they were younger and raising a
family.
A common problem employers have when
posting temporary or part-time jobs on general job boards is the huge quantity
of response. It is difficult to separate the qualified applicants from
candidates that match the job description. Older workers are much less likely
to “apply” for jobs that are not a realistic match for their experience and
abilities. Some job boards like this one allow posters of jobs to ask up to
three qualifying questions at no charge to help focus their response.
Common Misconceptions and
Stereotypes
The perception that older workers
are less productive than younger ones is false. Numerous studies and research
have shown that older workers’ productivity does not fall but rises because of
greater dependability, better judgment and accuracy. Studies have shown older
workers actually miss less work than younger workers and can learn new
techniques and technologies effectively.
Advantages of Hiring Older Workers
Older workers generally have a
better work ethic, are more dependable, tend to be more loyal and are more
appreciative of having a job and care about doing a “good” job. They are also
less likely to be looking for a full-time job while working temporary or
part-time.- Studies have identified older workers’ assets (compared
to younger) as having:
- Lower absenteeism;
- A more positive attitude;
- A commitment to quality;
- More experience;
- Superior customer service skills;
- Better people skills; and
- Being more punctual, more eager to learn new skills and
less likelihood to change jobs.
Many older workers seeking temporary
employment will not apply for positions that may be appropriate for them as
they often feel they will be discriminated against because of their age. This
is a good reason to go to job sites that specifically target this age
demographic and allow screening questions to help limit response to more
hirable candidates. It is also a reason to craft a message more tailored to
this demographic. Check this resource,
which provides posting information, links, costs, etc.
Addendum
Few employers are preparing for the
coming retirement of boomers from their workforce in the great numbers that are
predicted. As boomers retire, a great deal of experience and knowledge as well
as familiarity with the company culture will be lost.
Most employers have not yet
instituted programs to retain these boomers and even fewer employers have put
programs in place to recruit retiring boomers with the needed experience and
knowledge to fill their needs on a temporary basis. Keeping retiring employees
on a temporary, part-time, flex-time or seasonal basis is a cost effective
partial solution to up and coming workforce challenges.
