The candidate is your dad’s age; when you say you want diversity, mean it
Every time we look at a resume and think, this candidate has max 5 years of longevity, or she got her degree using a slide rule, we’re guilty of ageism.
AGEISM
We all know diversity is the key to ensuring our companies are dynamic business leaders and attractive to the largest pool of candidates, but combating ageism and hiring older employees is also smart business.
In my last blog, I talked about the Great Resignation and how it’s affected every sector of the American workforce. What it means for us now is that everyone is hiring (and paying well). It also means employees who feel ageism exists in your company culture are now far more attractive to your competition or another industry altogether, than they may have been five years ago.
LOOKING FOR DIVERSITY
At MRC we look for diversity everywhere because we recognize the heterogeneity of thought and action it brings to our fluid industry.
The days of remaining with a company for 20+ years are long gone, but younger candidates don’t have any more guarantee of longevity with you than older ones.
According to the U.S. Bureau of Labor and Statistics, in 2020 the average length of time a worker stayed with their current employer is 4.1 years.
That’s only slightly down from 2018 when it was 4.2 years. The BLS also noted that these numbers apply to men and women equally.
The BLS study also found, though, that the average employee tenure was generally higher among older workers than younger ones. The study cited, “The median tenure of workers ages 55 to 64 (9.9 years) was more than three times that of workers ages 25 to 34 years (2.8 years).”
Don’t equate younger age with longevity for your organization. It doesn’t exist.
AVOIDING AGEISM
So you’re not afraid to hire older workers and appreciate their longevity with your company. Great! Also, though, don’t make the mistake of inadvertently taking advantage of them.
Passing them over for promotions or raises thinking, “They’re not in danger of leaving. They’re here for the long haul anyway,” is perilous thinking.
Remember the Great Resignation? Older employees may typically stay longer, but only if they feel appreciated.
With so many employers clamoring for talent, older employees have options. Lots of options.
The truth is, in a tight employment market, employers must balance dozens more factors than they have in the past.
It’s complex, it’s a challenge, and it’s downright hard.
But that’s why MRC exists, to help companies navigate the turbulent waters of attracting talent and holding on to it. Because positive longevity is the perfect corporate marriage, MRC is committed to engaging with talent and company to ensure the best fit for both.
Later this month I’ll be speaking on the Diversity as a Solution to Workforce Challenges Panel at SME’s 2022 Annual Conference & EXPO, Monday, February 28.
If you’re looking to make a career change, MRC can help connect with us or submit your resume.