Doc Brown

As an older worker, I have been doing some fact-finding about companies that might hire people 50 and over. One reference, for instance, Companies Embrace Older Workers as Younger Employees Quit or Become Less Reliable, suggests that companies are looking to become more age-inclusive. To do that, they are considering flexible work schedules, sabbaticals, and retraining for older workers. As one can see from many of the objections to the use of telework, this could be a non-starter for many companies. In addition, it does not help a worker who is not after a flexible schedule and who has been training for years for that NEXT great job. Another article, Reasons to Hire Workers Over 50, gives some positive views and approaches to hiring older workers. It lists experience, confidence, reliability, and even happy viewpoints when discussing the virtues of the “older” worker. The problem is the lack of connection between the searching employee and the person who can actually grant an interview and bestow the job. Now, I realize this “connection” issue is not unique to older workers, but it exists as one of the challenges we face. Even an article in the Wall Street Journal was insightful: The Secret to Getting a Better Job after 50. While it started out talking about understanding the environment and addressing ageism head on, the follow up to the end of the article was less than I hoped. It talked about dressing up your resume and ways to get a more youthful look. My resume is fine and I do not mind looking my age. My sense at this point is that employers and programs might have a focus on older workers who are looking for a slower pace or a temporary job, but not for those of us who are still hungry to contribute. I may be wrong. If you wish to share your thoughts or information with me, you can respond here, or you can take my 8-question survey here. It should only take about 2 minutes of your time. I am looking forward to learning more about what the world of work holds for those 50 and over. Thanks.