Hire the Experienced

Barely broken in not broken down

3 Dreaded Words

My friend Larry was bemoaning the fact that companies don`t seem to respect grey hair anymore.  Too often these days, grey hair equates to budget saving.  Find the employees with the grey hair, the years of experience and the bigger pay cheques, lay them off, pension them out or simply cut the job positions and then make the younger employees double their work loads to compensate.  Dress it up in fancy duds all you want, but when a company decides to part ways with a mature and experienced employee, the employee hears the three dreaded words and nothing more.

Not comfortable hanging it up or accepting the usual government handouts, the grey hair tries to find another job because retirement isn`t what it`s cracked up to be and besides, 60 is the new 40.  Today`s 60 plus-er is barely broken in, not broken down.


Another friend has said, sometimes, maturity and experience intimidates young managers and business owners.  They are in ``show me`` mode, unwilling to accept advice from someone with the chops. Ego, whether personal or corporate, can be a dangerous thing.  Out of control ego can destroy a business when owners and managers become paralyzed, unable to ask for help.  They think that seeking advice is a sign of weakness when in fact it`s a sign of strength.


Feeble reasons to say no

For many prospective employers there seem to be four red flags.

1. Birth date - late 1940`s or early 1950`s.  Too old!  
2. Experience - 35 or more years of success, perhaps as a manager of a business.  Over-qualified and too set in his or her ways!
3. Education - a degree or certificate, maybe certificates (plural) for having attended various workshops and courses over the years.  Would not be happy in this job!  (whatever that means)  
4. Previous income - income earned through promotions, income earned through training upgrades, income earned through longevity.  Regardless, too expensive!

It`s not always about the money

For most of us over the age of 60, a comfortable lifestyle without tapping into retirement resources is motivation.  Stock market downturns, life and lifestyle decisions, career path, family considerations and the stresses of an economy dictated by wars and speculation are all reasons why retirement funds aren`t what they used to be.  Now out of work and forced into retirement or semi retirement, you hear the following again and again.

• ``Enjoy yourself, you`ve earned it`` - I for one derive the most enjoyment out of making a contribution, helping others improve themselves, not gardening 
• ``Volunteer, give back to your community`` - I already do 
• ``Get a hobby`` - Thanks, I already have two

Face it, some of us just aren`t ready for retirement, emotionally or financially.  There actually are people who like to work, who look forward to the interactions that business offers.  The fire still burns.  There`s no trouble with motivation, only with opportunity.

Not every company says no to grey hair

In the grocery store the other day and struck up a conversation with a guy stocking shelves.  He looked older than me.  (Self image is such an important part of success you know)  Told him I stocked shelves in a Toronto grocery store nearly 50 years ago.  He did the same and now he`s back.  After a career as an engineer, he wanted something to do and convinced the store to hire him part-time.  He`s happy and apparently so is his manager.  A big corporate store too, not just a little neighbourhood outlet. 

Just one example and that grocery store isn`t the only company generating profit by reaping the rewards of experience and reliability.

Take a chance and try this

Juggle and Juggle Some More

Owners and managers are often so busy working in the business that they don`t have the time to work on the business.  It`s one of the sad results of eliminating the grey hair in some cost cutting exercise.  What often suffers is staff training, customer or client services, worthwhile advice and the leadership that comes from knowledge and experience.  When next you have a job opening, try a risk and reward approach.

• Spend a little more money. Be fair in what you offer but you don`t have to break the bank.  Leave a little room for negotiation.  Hiring people with experience and motivation takes more than minimum wage
• Devise a job description based on those areas of your business where you know you need the most help
• Be clear about the skill-set and experience you want to attract and why.  Stocking shelves part time is not the answer to the question being posed here
• Don`t apologize for trying to attract a very different type of candidate

You might just be surprised by who responds. Grey hair, maturity and experience just might be the catalyst for you to Build Your Business.