The Case for Hiring Maturity - Recruitment & Retention
Construction Equipment Distribution magazine is published by the Associated Equipment Distributors, a nonprofit trade association founded in 1919, whose membership is primarily comprised of the leading equipment dealerships and rental companies in the U.S. and Canada. AED membership also includes equipment manufacturers and industry-service firms. CED magazine has been published continuously since 1920. Associated Equipment Distributors
Home         About Us         Media Kit         Subscribe         Previous Issues         Search Articles         Meet the Staff        AED Homepage

CED Menu

Arrow Home
Arrow About Us
Arrow Media Kit
Arrow Digital Subscription
Arrow Search Articles
Arrow Meet the Staff
Arrow Trade Press Info
Arrow AEDNews

Premium Sponsor:

SECTION: Recruitment & Retention

Questions or feedback?
Contact Kim Phelan at (800) 388-0650 ext. 340.

The Case for Hiring Maturity

By Bill & Chris Sitter

Article Date: 02-01-2009
Copyright(C) 2009 Associated Equipment Distributors. All Rights Reserved.

Many in the 55-plus crowd remain interested in career opportunities - here's why you should be interested in them.

It is early January of 2009, and yes, we realize that many construction equipment distributors and their OEM suppliers are in the midst of economy-driven “rightsizing.” So why pick this time to make a case for hiring “older workers,” those of us past 55 or even past 60?
Consider these reasons:

  • Our industry, just like the U.S. economy, has historically experienced major fluctuations. No one would argue that today is a down period. However, many of us have endured multiple ups and downs, and we’ve managed to survive the troughs and enjoy the boom times. The point is, there will continue to be a need for good productive workers and managers. In fact, it is in the tough times that companies really need the best leader-worker combination possible.
  • We’ve all seen demographic studies proving that America is growing older, as the 55-plus segment grows while the younger segments shrink. All employers must deal with the fact that the average age of the employment pool is dramatically changing.
  • “70 percent of Baby Boomers (those born from 1946-1959) intend to keep working into their 70s and 80s, regardless of their financial status,” according to the American Association of Retired Persons (AARP). Long-term, this is good news for American industry because these willing workers are available to fill the void left by the shrinking of the younger labor/management hiring pool.
Okay, so if I’m an employer (dealer, manufacturer, or service provider) who is about to recruit and hire, are there other pluses to adding more mature associates to our organization? Yes, there are several positive factors to consider – so let’s identify a few:

1. Strong work ethic – typically expressed through dedication to getting the job done and getting it done right

2. Industry knowledge and experience – gained over years of real-world problem solving, customer interface and training, and typically lost when more mature workers move on

3. Respect for others – including customers, managers, peers, subordinates and suppliers, as well as the ability to model this behavior throughout your organization

4. Positive team orientation – they typically enjoy being on a team that pulls together to accomplish important goals, versus a loner approach of one who seeks individual credit

5. Stability in family and finances – although not universal, many mature workers have developed a balanced approach to life, based on positive family values. They are in a life period where it’s easier to focus on work without the pressures of a first mortgage or young family. The 55-and-older group is often past the phase of just building their resumes and looking for the next big career opportunity – with another employer.

6. Comfort in assuming the role of a leader – it’s one of the (often observed) cultural traits of Baby Boomers. However, these folks also appreciate the need for an organization structure and (as stated earlier) are inclined to show respect for their superiors.

7. Good coaching skills – mentoring roles often come naturally to this group, many of whom possess a degree of self confidence coupled with a genuine desire to help others succeed.

8. Motivated – mature workers can be motivated by (1.) a desire to remain productive and/or (2.) the need to work for financial reasons (such as retirement funds have shrunk, life expectancy is extended, and living costs increased); and they will be inspired by leaders who articulate a clear and stirring vision.

Granted, we’ve focused on all the good reasons for hiring experienced people. We realize that boomers did not grow up in the computer and Internet era and there may be some technical training challenges. Also, not all seniors want to work a 40-hour week, although several will jump at full-time opportunities.

Finally, you may need to invest some training resources to help older workers, especially managers, relate tactfully with the under 30s. All we suggest is that your HR hiring policies and practices give a great deal of consideration to proactively including the 55+ segment. They may just bring the needed experience, and get-it-done attitude that’s needed for your company to survive the busts and optimize in the booms.

[ TOP ]

Article Categories:  Human Resources  »  Workforce  »  Management