Seven Benefits of Hiring Older Talent

In today’s rapidly evolving job market, employers must tap into every available talent pool to stay competitive. One often overlooked and undervalued group is older workers. According to research by AARP, two out of three workers between ages 45 and 74 say they have seen or experienced age discrimination at work, and job seekers over age 35 cite it as a top obstacle to getting hired.

Seasoned professionals bring a wealth of experience, diverse skills, and a unique perspective that can benefit any organization–but only if you stop excluding them from hiring, development, and retention. Furthermore, recognizing the value of older workers enables employers to fill talent gaps and foster a more stable and dynamic workforce.

Here are 7 reasons to hire older talent:

1. Overlooked Talent Pool. Picking is ripe in the pool of qualified candidates with years of experience. If you need talent and someone who can pass the knowledge baton, this talent pool is where you want to look.

2. Varied experiences. Older workers bring a variety of career experiences and typically have an array of skills that include specialties and generalizations. Variations in perspective lay the foundation for rich exchanges of information.

3. Stay longer. Data shows that older workers tend to stay longer with their employers since they are at a point where they do not necessarily seek leadership roles. This is an excellent way to lower the turnover rate while increasing the level of experience.

4. Flexible learning styles. Older workers have experienced profound changes in their working world–from typewriters to word processors to everything digital. They have learned via classroom and online. Their flexibility and adaptability keep them in the game because change is the status quo, and they know it.

5. Flexible learners. Given their comfort with change and flexible learning styles, older workers adapt quickly to change, and that means learning anything related to business success–even (gasp) technology.

6. Motivated to work. Older workers are motivated to work for various reasons, including the desire to stay in the game, share their knowledge and skills to make a positive impact and pad their retirement so as not to become a financial burden to the children.

7. Reduces litigation risk: While age has been a protected category since the passage of the Age Discrimination in Employment Act (ADEA) in 1967 for those aged 40 and older, these workers are increasingly calling attention to ageism through EEOC complaints and private litigation. From small restaurant chains to global defense contractors, litigants have exposed companies for discriminatory practices. Regardless of the outcome, litigation drains administrative and financial resources and should be avoided.

Embracing the contributions of all-aged workers gives companies the full benefits that age, experience, perspectives, and skill offer. Rich and varied experiences, adaptable learning styles, and commitment to long-term employment offer noteworthy benefits for hiring, developing, and retaining older talent. Companies that integrate older skilled professionals into the workforce enhance their productivity, reduce turnover, and create an environment ripe for knowledge exchange and innovation.