Go High in Your Search for Dependable Employees

Experience. Dependability. Stability. These are qualities every employer looks for in their employees. These positive characteristics — and many more — can be found in our nation’s older workers.

This year, 11,000 Americans are turning 65 every day, and millions are staying in the workforce far longer than their parents did. Roughly one in five Americans aged 65 or older were employed in 2023, nearly double the share of those working 35 years ago, according to Pew Research Center.

For many older adults, continuing to work is a financial decision — they need the income as prices and lifespans continue to rise. For others, working is about staying productive, connected and engaged.

Whatever the reason, the facts show that this trend is good news for employers.

Facts About Older Workers

Fact 1: Having an age-diverse workforce increases productivity

Building teams that feature a range of ages, backgrounds and experiences allows employees to build upon each other’s expertise toward a common goal. Age is another factor for employers to consider when focusing on diversity. A study by the Organization for Economic Co-operation and Development estimated that “building multigenerational workforces and giving older employees greater opportunities to work could raise GDP per capita by 19% over the next three decades.”

Fact 2: Older workers are more engaged

The Baby Boom generation, as well as Gen Xers, have lived through substantial change, and they’re defined by their desire to work hard and make a difference. According to Gallup, these generations are more engaged in the workplace than younger groups, and they report lower rates of burnout and stress.

Fact 3: Older workers are open to growth and change

Don’t assume older workers aren’t open to learning. Professional development opportunities are still important to sharpen skills and gain knowledge. Older workers also are open to change. Most have been through multiple transitions throughout their careers, and they can help guide and mentor younger employees through organizational shifts.

Tips to Recruit and Retain Older Workers

Tip 1: Make your recruitment age-inclusive

Review your recruitment language and processes to weed out ageism. For example, Indeed.com recommends avoiding terms like “digital native” or “fresh,” which can be code words for age bias. Don’t require applicants to share the year they graduated high school or college and be careful not to screen out older applicants simply because they appear overqualified. Work lives aren’t linear anymore, and many people enter and exit the workforce at different points in their lives looking for different factors.

Tip 2: Offer flexibility

Today, employees of all ages value flexibility and work-life balance. Having policies that allow for part-time work, shared jobs, and hybrid or remote attendance benefit everyone. Flexibility is one of seven principles Harvard Business Review suggests for attracting and retaining older workers.

Tip 3: Make your workplace age-inclusive

Design workspaces and benefits packages to meet employees’ needs across the lifespan. This could include making physical accommodations for those who need or want it and offering unique benefits, such as grandparent leave.

One fact that is stubbornly still in place is ageism — particularly in the workforce. Ageism remains one of the last acceptable “isms” in our society. It’s on each of us to combat age bias and ensure everyone is treated with respect and given opportunity at all points during their career, regardless of age. It’s the right thing to do — and is good for business too.

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