Benefits of Hiring Seniors

More often, workers belonging to the age group of the golden fifties are stereotyped as costly and less productive. But increasingly, recent studies show that companies’ first hand experiences present that older workers can still continue to do their jobs. As for growing companies, it actually brings a positive connection, as seniors are wanting to work while employers are looking for all the talent they need. At times, their skills and assets are preferred over younger workers.

Experience. Seniors have all the know-how gathered from years of experience on the job and have undergone series of management trends and different bosses. They have the institutional knowledge that employers don’t need to change, thus won’t have to spend time and money reinventing them.

Work Ethic. From recent studies, 50-plus workers are more likely to exhibit dependableness and perseverance and have the important quality of remaining focused on their work tasks. These traits provide an excellent role model for younger employees.

Loyalty. Unlike younger employees, senior workers are less likely to go job-hopping. They are most expected to render their stay in a company for a lasting period. This saves the company the expense of hiring and training a new worker for a particular position. Most significantly, turnovers are minimized.

Motivation. According to another study done by a consulting firm, older workers are also among the most motivated people in the workplace. Truth be told, employees who are in their fifties were more propelled to exceed job expectations than younger employees. Highly motivated and highly engaged workers appeal greatly to customers and improve their level of satisfaction. Among other skills, verbal communication is more effective and is improved with age. Older employees are also more mature emotionally, which better improves their interaction with customers. Seniors could easily identify with the needs of their clients.

Still, there are downsides in the employment of relatively aged workers. Of course, they have less physical strength and adeptness, as some seniors are less inclined to learn and perform new tasks. Moreover, they also have to expend their health insurance twice as much as workers in their thirties or forties use their health care.

Seniors also tend to be particular about where they want to end up working. Most are attracted to flexible working arrangements, which includes part-time and seasonal work and a synched retirement stage, where they could be allowed to gradually withdraw themselves from the work force. They also tend to demand better opportunities for training, new experiences, and competitive health and retirement benefits.

All these attributes still offer a counterbalance from the perceived shortages in work traits. For this reason alone, workers in their golden years should not be deprived of their chance to offer their skills to a company. Already some business firms are already assertive in hiring older employees. Smaller companies are advised to seriously rethink their future employment needs. If they want to have a competitive work place, they can consider going for older employees to work for them.

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