Doing Nothing Is Not an Option, (2004) by Robert K. Critchley, is a book discussing the increasing labor shortages in the USA. I thought some of the points were quite interesting and worth sharing as Russia also will continue to have labor shortage issues in the future.
The book initially highlights that after 2010, there will be a shortage of workers, and a drop in the number of workers aged 25-34, while the current work force will continue to grow increasingly older (17% will be older than 50).
The idea is then championed that corporations, instead of the former norm of early retiring their elderly workforces after 50, should now seriously consider developing productive elderly workforces, as a means of addressing the coming labor shortage issues.
An AARP survey of employers showed that older workers are more punctual, quality conscious, loyal and dependable; they are more apt to apply their real-world skills to the job. It goes on to say that some companies prefer older workers since they take fewer sick days, request less time off and stay on the job longer than younger workers. Plus, they offer the benefit of accumulated knowledge.
Young workers value free time –earning money is important to them, but more as a way to obtain the means to pursue their other interests, rather than for its own sake. Workers older than 50 may already have savings and more experiences, so they often value recognition and mentoring more than money.
Advice to retain the mature workforce was offering flex schedules, new skills or increased productivity training, rewards programs (with non-monetary option added), fair treatment, and better communication between all age groups.
Cultural issues of employing a successful 3-generation workforce are also noted. While the younger workforce may prefer high tech communications, the older workforce may be more comfortable with handwritten or in-person communications. Also, ongoing training is usually not offered as frequently to older workers, as it is to younger ones, but it should be as a 50 year old could end up working another 20 years and much more productively if still given the attention and means to develop.
I find this all very interesting and it has given me a lot to think about for Staffwell and just in general. A lot of companies do only focus mostly on hiring the young, who do then end up moving jobs a lot, to experience as much as they can as fast as they can, to try to find their ideal place and work situation. I also agree that training is a lot of times overlooked for the older generation workers, and that the career path of this group is slowed, possibly a lot earlier than it should be.
Our top performing Director in Staffwell last year is over 50, and I enjoy spending time with him discussing business issues as he brings a wealth of experience, knowledge and insight to conversations. He loves what he does and shows no signs of wanting to slow down and I can’t imagine I will either in future years.
It will be interesting to watch how things change in the future for the competent, over 50 skilled worker generation. Hopefully it is only for the better.
Tags : age, experience, shortage of workers, возраст, нехватка, опыт, рабочая сила
“So this article is very important for them”
I am facing the same problem now. So, thank you for the article and for the comments. But this article should be important for HR’s also. Chances of 50’s candidates are really very low! Our CVs are ingnored at the first stage of choosing! But for the article - thanks again! It will support me in my search of new job!
Благодарю. Появилась еще одна мысль, но потребует полной реорганизации вашей идеи, займусь в выходные. Позже поделюсь с читателями блога!
“while the current work force will continue to grow increasingly older (17% will be older than 50).”
I’m not sure that this is entirely true for Russia. Male life expectancy here is 59 while female is 73 (compare to 75 and 80 in the US). So how it all goes still remains to be seen.
Also, how many times have I seen in ads by employers and recruitment agencies something to the effect of: “Candidate requirements: Age - 25-35″. I think recruitment companies should a) educate their clients and b) if they find a great candidate in his/her fifties pitch them!
Well said DJ, well said indeed
I compliment you on a very clear and well written analysis, with which I completely agree - not only because I’m in that age group too, but the whole thing is really based on the natural order of things, and on common sense.
Another point worth noting which you touched on elsewhere on this site is the cyclical nature of business today. We are in crisis /recession / call it what you will, and many of us have seen at least two of these financial conditions before. This time around, although the root cause is different, having people around who’ve been there before can’t be bad. They may also be the people to take the lead when recovery comes around once more.
On a personal note, I can’t say my own ambitions, goals, standards and values have slowed or altered much. In fact now that I know the ropes a little better, I find I can achieve more with less.
Good piece, thank you. Maybe I’ll get the book.
I think it is a very useful article, because in my point of view people over 50 have a huge life experience, it is very interesting to communicate with them. They usually have extraordinary decisions in difficult business situations and it is not fare not to give them a good job only because of their age. It is very important to discuss this problem!
I suppose that any shortage will be contigent on the world economic situation turning around. Being an optimist lets assume that will be the case.
Hiring over 50 is a great idea for employers. Not only because I am a baby boomer in the group, but also because when I think back to what i knew than at 25, and what I know now, it always puts a smile on my face.
Also, people are generally living much healthier past 50 today then in the past. In the end, age is one consideration along with 20 others when hiring.
Yes, I would like to believe in equal opportunities in hiring and that as older the wine is better the taste and quality, but Beaujolais nouveau for example is better to drink when it’s young however I prefer old red …
I seriously doubt there are many companies that genuinely develop strategic hiring policies in order to react to demographic changes that seem far away. So if one wants to make a case to change age bias in recruitment then the focus needs to be I think on definining more precisely in which job categories and functions a person of age clearly, unambiguously offers better value that a younger person. And then the mission is to insert a wedge into biased policies by means of specific overwhelmingly convincing case studies.
“You should always hire the best, no matter what the age is” - this is the main point. That’s what I am trying to say to all the clients. In fact - most of the agree. I managed to place several candidates of an age much higher than the age stated in the JD.
When I was recruiting in my 20s, almost all companies wanted a maximum of 10 years work experience in candidates, for top people. Now that I am 40 and see the amount of really competent and driven top executives and professionals at all ages from 20s to 70s, it makes me want to really champion the idea of expanding the ‘norm’ for years of work experience requirements. You should always hire the best, no matter what the age is.
This topic is currently central nowadays. 20 minutes ago I had an interview with 50 years old Lawyer. She has very strong background but her age makes her underconfident, she is sure that most of interesting vacancies are only for young ambitious professionals, that most of employers are interested in young workers. This fact demotivates professionals who are over 45 years old to to find new job. So this article is very important for them.
A very interesting article and one that I believe many of my clients will find of value. On a personal note and as someone over 50, I can say that I certainly have no intention of slowing down and have never been hungrier to perform well.