How to Find Firms That Value Older Workers
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The projected workforce talent gap that will occur when boomers begin to leave their jobs and there aren’t enough younger workers to fill them is prompting many firms to start thinking about how to attract and retain experienced workers.
CareerBuilder.com offers helpful tips for evaluating how age friendly companies are in “Finding a Great Job if You’re Over 50” by Kate Lorenz. She cites the following advice from AARP’s director of economic security, Deborah Russell:
Examine the company’s recruitment practices. You can learn a lot about a company by how and where it recruits employees, as well as what its recruitment materials look like. Is the company recruiting at a variety of job fairs? Is it open to applications from all workers? Does it have a formal program to offer positions to retired workers? Can you see a variety of ages represented in company brochures and other branded materials?
Ask about advancement opportunities and training. AARP found that many of the best companies for older workers have special programs in place to provide employees with advanced and ongoing training, help employees move positions within the company and offer career counseling. These programs help older workers keep important skills up-to-date. Some companies even offer online courses for employees, which enable older workers to take courses at their own pace.
Research the company’s benefits. While you might not be able to find out everything about a company’s benefits in the early interview process, you can research the company’s Web site and other materials to find out what benefits it offers. Many of the companies on the AARP’s list have benefits that are particularly attractive to older workers, such as allowing 401(k) “catch-up” contributions and time off to care for dependents beyond what is required by law. Some also offer phased retirement programs, and several hospitals on the list offer health care services either at a discount or at no cost to employees covered under company health plans.
Examine the overall company image. Take a look at all company collateral and its Web site. What is the image the company is portraying? Also, look around the company when you are interviewing. Do you see other older workers? Ask about the company’s mission and goals. Russell says it is important to determine if the company values its workforce, not just its bottom line.
For more information on employers that value older workers, see AARP’s “Best Employers” section.
Advice to Older Workers
As an Executive Coach and interview coach, I have found that many older workers shoot themselves in the foot when creating their resume, negating their opportunity for an interview.
How? #1 – They list every job they ever held since the beginning of their career.
#2 – They list the date they acquired their degree(s).
If you have been in the workforce 15 years or more, eliminate your earliest jobs. Chances are they are not pertinent to the position you are seeking. If it would be prestigious to mention the organization, simply state: “Prior experience, Branch Manager, Citibank.” No dates.
For Education, list degree(s), major, institution, city and state. No dates.
Age bias is alive and well in the workplace. Don’t lie on your resume. Simply use the sin of omission. You will be invited to interview more often and you can then demonstrate, in person, how enthusiastic, energetic and eager to acquire new knowledge you are – regardless of your age.
My encore career is that of a writer. (Author, “Much of What You Know about Job Search Just Ain’t So.”) You can read Chapter One online at Barnes and Noble (bn.com). Also – “38 Best Answers to Common, Tough, Tricky and Behavioral Interviewing Questions” at www.interviewdoctor.wordpress.com.
Shooting Yourself in the Foot
Excellent points! It’s painful to eliminate early jobs from a resume but best not to include those you had before your interviewer was born.
How to Find Firms That Value Older Workers
I found the suggestions in the article informative and helpful, however, overly optimistic regarding opportunities to observe the company’s work staff and benefits from “the inside” during an interview. I find just getting invited to an interview to be a most daunting step since the experience in my resume, even when whittled down to the past 15 years or so, points to the fact that I’m over 60.