There are 30 qualified candidates for a job you’re trying to fill. They range in age from 28 to 62. While it may be tempting to focus on the younger applicants, there are several reasons you should consider the older candidates as well:
- They have years of problem-solving experience. They’ve encountered all kinds of challenges and situations; and they likely know how to overcome barriers, negotiate and bargain, and get results. They’re not likely to be rattled when things don’t go as planned, and they can model this behavior for younger workers.
- They have perspective. They realize that the steps and processes leading to the conclusion or completion of a project, program, or goal are as important as getting to the finish line.
- They have knowledge. Decades of work and life experience bring with them a deep pool of knowledge, experience, and confidence. They’ve personally witnessed the evolution of changes and innovations, and these historical insights can be powerful. Don’t assume that they’re not eager to learn new skills and competencies; instead, see this as an opportunity to bring younger and older workers together for learning.
