The Senior Employment Program
connects employers with experienced and qualified
older workers. The clients we serve have a broad
range and depth of experience and skills to offer
employers. These older workers have backgrounds that
span a variety of industries, from administrative
assistant to upper management.
To post a job listing with the Senior Employment
The benefits of hiring
your company could benefit by hiring more employees
with these qualities, perhaps your company
missing out on one of the best hidden resources in
today’s work force—the older worker.
additional information or assistance, contact the
Senior Employment Program at 214.823.5700 or
Employer Tips: How to attract and retain quality
It all starts at
the top. The CEO and senior management need to
make clear the company's commitment to valuing
older adults. That message needs to be at the
center of all HR and management practices at every
level - and a factor in every supervisor's
Make your keywords
Respect, Value, Praise, Recognize and Reward.
of people. Find out how your older workers feel
about being valued. Ask them! Talk with those who
have left employment recently. Ask managers and
supervisors about their perceptions and about
transforming any "career stagnation," especially
for long-term employees.
Start an age
diversity awareness training program. Gather
information to start a program for managers and
supervisors in every area of the company. Identify
myths and stereotypes and provide "reality checks" using
non-traditional recruiting strategies. Post job
announcements on your web site and show pictures
of workers of all ages. Advertise your job
interests on web sites and in media that have a
large number of older adult viewers. In addition
to identifying your company as an "Equal
Opportunity Employer" add - " This company values
workers of all ages." Post it on brochures
and annual reports.
Think "out of the
box" benefits. Examine the company's programs
from top to bottom. Ask: Are there different ways
addressing issues that do not require substantial
increases in costs? Ask: What would it take to
make people want to stay? Tailor programs to
people's needs and desires within a reasonable
cost structure. That will build loyalty and
Think options -
like telecommuting. A recent study by the Society
for Human Resource Management found 28 per cent
now letting their employees telecommute.
- like job sharing, phased-in retirement.
offering eldercare benefits. These include
eldercare information, referral, support services
and other work-life benefits. Identify external
resources that can help in all
programs. Ensure that workers of all ages are
encouraged to participate and grow personally and
that programs utilize best strategies that help
people learn – not just a one-size-fits-all
Use older workers
as mentors. Tap into their loyalty, productivity,
experience and maturity.
wellness and prevention programs. This is to
maintain health of all workers. Make reasonable
accommodations to meet workers' needs.
levels of managers and employees. Adjust workloads
and time off plans. Help people to have fun and
enjoy their work lives - it will make them more
productive as well as more committed.
cross-generational training and teams. This allows
workers of all ages to learn from and appreciate
each other while adding value to the workplace.
Help diminish the "us vs. them" attitude.
Bring out each group's strengths.
retirees. Utilize their experience and know-how in
either full or part time employment.
Stress talent and
people, not just technology.
and communication skill-building.
Fund it like you
Above all, don't
expect everyone to have the same interests and
desires just because they're in an "age category." Think
diversity!!! Think respect!!!
Not only will these practices make your company a better and more
productive place for older adults - they will make
it a "place to be" for quality workers
of all ages.
Prepared by Sheldon Steinhauser, Associate
Metropolitan State College of Denver. Tel/Fax:
For additional information or assistance, contact the Senior
Employment Program at 214.823.5700 or
to Senior Employment Program]
Myths vs. Facts
Employer Myths vs. Facts About Older Workers
Older workers cost a company more because of
higher absenteeism and accidents.
Accident and attendance records are better for
older workers than younger workers. Older
workers tend to be more careful on the job. They
have a strong work ethic, are dependable and
responsible, and move from job to job far less
frequently than younger employees.
Older workers cannot work as effectively as
younger workers and cannot meet the physical
demands of the workplace.
than 12% of today’s jobs require significant
physical strength or exertion. For most
occupations, productivity levels remain stable
or even increase with age because of improved
work habits, motivation and job concentration.
Older workers are more difficult to train and
Evidence shows that learning ability,
intelligence, memory and motivation do not
decline with age. In addition, adaptability has
been proven to be unrelated to age. Studies have
shown that younger workers can be just as “set
in their ways” as older workers.
Older workers have more health problems than
Workers age 65 and older take fewer days off for
illness than other workers. It is well known
that the more active the person, the better his
or her health.
Sources: US Department of Labor; AARP; Senior
Employment Program of The Senior Source.
For additional information on dealing with employer
myths, please contact the Senior Employment
at 214.823.5700 or
to Senior Employment Program]