Whether the reason is economic or personal, a lot of Baby Boomers are remaining in the work force after the age of 65. Many people just prefer to remain active and productive and love what they do. Some people lost too much in their retirement accounts during the recession and are trying to recoup before they retire.
Experience is a Valuable Asset
Job experience is an asset that many companies are ignoring or discounting when they interview candidates for a position. As employers, you need to ask yourself how much it costs you to train that fresh young face who just graduated. Are you willing to invest the two to three years it takes to get this young employee up to speed on your product line or business? Are you willing to sacrifice productivity and sometimes profit while this person gains experience, or are you better off going with a seasoned professional who can hit the ground running and increase profits more quickly? Can your business thrive with a work ethic philosophy that says when the clock strikes 5:00 I am out the door whether the job is done or not? Seasoned candidates bring depth, a wealth of practical experience, and an understanding of what it takes to get a job done and build rapport with clients.
According to a LinkedIn study and reported on Edsurge.com, “millennials will change jobs an average of four times in their first decade out of college, compared to about two job changes by Gen Xers their first ten years out of college.”
Younger Employees Change Jobs More Often
I had the opportunity to have this discussion with a company that invited me for an interview recently. From my resume, they had to know that I didn’t walk off the graduation stage yesterday. However, the minute they saw my mostly white hair, they began to back pedal. Before they even asked me one question their lips began to move, and not in a positive manner. “But you will only be wanting to work another 5 to 10 years,” they said. “We are looking for someone who will stay with us longer than that.” So, my question to them was this: “Just how long does the average 20 something stay with you?” After some squirming and grinning, they had to admit that most 20 somethings are on to greener pastures in under three years, often 18-24 months. I informed them that I have no immediate plans for retiring in 5 to 10 years, but that statement blew over their heads. I have had salt and pepper hair since my 20s, but it is closer to salt than pepper these days. These guys just they couldn’t get past that color.
I tried turning the questions toward experience thinking I could demonstrate my knowledge in their industry and how that could benefit them. Unfortunately, the one gent interviewing me made the final and fatal mistake of saying, “You know, if you dyed your hair, you would look 10 years younger. Your face still looks young.”
To that I had to say, “Gentlemen, thank you for your time, but I believe I will stay where my experience and work ethic are appreciated and where my hair color doesn’t matter.”
Why should I have to dye my hair to be accepted? I don’t want the upkeep or the chemicals. I have earned the gray, why shouldn’t I be proud to show it? For men, gray makes them distinguished and experienced. Why are women categorized as old when their gray shows? My brain still functions, and with three new joints, I am rebuilt and run like new. I still have a great deal to offer an employer. My commitment, my work ethic, and my experience make me a valuable commodity. I don’t have one foot in the grave, I am not drooling at my desk, so don’t consider the gray hair as a sign that I am dead or that I am deadwood.
About the Author
Judy Arent-Morency is marketing director and project manager for Pace Manufacturing, a Tulsa, OK.
She has been a member of AWC for 42 years, joining the organization as a student when it was named Theta Sigma Phi. She is a past president of the Tulsa Professional Chapter and has held numerous other board positions. She served on the national board as treasurer from 2005 through 2010, national chair from 2010 through 2012, and immediate past chair from 2013 through 2015. She returned to the board in 2018.
Judy holds a B.A. in Broadcast Journalism and a M.A. in Specialized Reporting and Technical Writing from the University of Wisconsin at Madison. She has served as an adjunct professor at the University of Tulsa and Oklahoma State University in the advertising and marketing programs and currently teaches writing and business communications at the University of Phoenix.
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