What Companies Seek
When asked about skills sought, companies responded with the particular needs of their businesses. Among those most frequently sought were the following:
- Communication skills
- Problem-solving skills
- Sales
- Customer service
- Banking experience
- Technical skills
- Scientific knowledge
- Accuracy, accounting
- Sales experience
- Experience in the industry (whatever it happened to be)
- Computer-related skills: engineering, design, manufacturing, peripherals
- Finance
- Math skills
- Hospitality experience
- Marketing
Here are the qualities they cited as important:
- Positive attitude
- Steady personality
- Ability to learn
- High energy
- Intelligence
- Good work ethic
- Commitment
What Companies Say
A Pennsylvania bank reported that it actively recruited in the senior market, winning a Champion of Older Workers Award from the state of Pennsylvania. It had hired more people over 55 than any other medium-sized employer in the state.
Another bank: We "consider all applicants equally without regard to age. We have filled positions in all areas of our company with individuals over the age of 50."
A Japanese automobile company: "We view 'over 50' employees as extremely valuable to our organization. We have not targeted this group for specific jobs, but we hire older Americans for any jobs."
An electrical technology company: "We utilize 50-plus workers and retirees as consultants, i.e., in technology, sales, advertising."
Communications equipment manufacturer: "We consistently have looked at skill sets, never the age factor." Hospitality organization: "As the work force ages, we see ourselves hiring more older workers, both in our field operations and in our staff positions."
A computer company: "We frequently offer positions to experienced, senior people. Two-thirds of our sales workforce in the western U.S. is over the age of 40. Many of these are over 50… We see a true value in experienced people calling on major clientele."
The hospitality industry, whose usual work force of teenage and young adults has shrunk, has had to rethink its employment strategies, as have many other industries today. As the industry continues to grow, it is turning increasingly to an older population that could help meet its staffing needs. The American Hotel and Motel Association invites older individuals to apply for work. Days Inns recruits among senior citizens, having found them to be ideal employees. At Hampton Inns, mature employees are highly valued for their excellent skills in dealing with people.
Tapping the Older Worker, The food service industry, which has traditionally relied on young recruits, is also tapping the senior population for help. Taco Bells offers of part- and full-time entry-level jobs include consideration and information about Social Security benefits. With a special "McMasters" program, McDonald's recruits older workers and provides them with training and flexible work schedules. By directing its recruiting drive toward older workers, Naugles, a West Coast restaurant chain, more than tripled its employee retention rate. Other companies that have programs for older workers are Arby's, Kentucky Fried Chicken, and Wendy's.
Among the restaurants interested in the older worker are Marriott and General Mills.
In finance, banking, and insurance, businesses in which physical dexterity is inconsequential, the mature employee's work life is extended. At Travelers Companies, retirees are hired on a part-time or temporary basis. The company keeps a working list - called a "job bank" - of former employees who are utilized according to company needs and employee availability. When the Great American First Savings Bank of San Diego began hiring older people as tellers, its turnover rate was drastically reduced. The banking industry also values experience in its employees. Sun Bank, N.A. recruits through local senior citizens' agencies, and The Provident Bank in Philadelphia actively recruits in the senior market.
Cashing In on Needed Skills
Senior workers who have accumulated a wealth of business and industrial skills are invaluable in their special fields. After they have retired, they are often asked to come back, and some companies, to close the skills gap in their ranks, offer gradual retirement and part-time return deals to their employees. Varian Associates, a high-tech manufacturer, has a retirement transition program that permits employees to reduce their work hours before taking full retirement. One worker, a highly specialized equipment tester at the company, opted for full retirement and then decided he didn't like it. In his late sixties he returned to the company, where he now works several days a week. Variants program benefits the company and its skilled employees, permitting them the opportunity to work and to enjoy leisure time.
Grumman, the Long Island defense contractor, has a phased retirement program, as well as a policy of rehiring those who wish to return. Its retention of experienced employees permits the company to gear up quickly for production, when it is awarded a new contract. At Polaroid Corporation, workers may take up to six months of unpaid leave to try retirement before making a final decision. These programs, though few in number, serve to retain the skilled senior employee.
