JobsOver50 Discussion on ERE
by Michele O’Connor
We recently posted a discussion on ERE regarding the launch of JobsOver50.com and the fact that many 50+ job seekers feel that job boards focus mainly on entry-level opportunities. According to our research, “68% of job seekers over the age of 50 believe that current web-based job sites are geared primarily towards people entering the workforce rather than people with their level of experience.”
With that being said, here are the results of that discussion along with our response:
Phil McCutchen
Marketing ManagerVCG, LLC
There is an old saying that “like hires like”. In the case of the 50+ market, studies and everyday experience would tend to support the conclusion that the Y and X gens who are often the gatekeepers and/or hiring recruiters in many companies will consciously or sub-consciously recruit for like-minded individuals.
That means that job descriptions and related hiring practices will be skewed for candidates younger than 50. And that those over 50 will be filtered out.
Very few would hire their “parent”.
On the other side, the 50+ group may well think that their experience should count for something. Perhaps more so than it does in practice. But it is still valid. Experience will almost always trump inexperience. The challenge for the 50+ crowd is to not make too many assumptions. To be open to learn new practices, methods and technologies. In today’s market, flexibility and realistic expectations are key for any candidate.
Duane Roberts
Founder dRecruits
I’ve found that while employers are looking to hire the most qualified, the approach they take (marketing and recruiting efforts), don’t adequately market to them. For example, what other job sites, websites and “hang outs” should they target? My impression of the internet (general term) is that it has been adopted more rapidly by a younger demographic. Until employers figure out how to get out in front of the 50+ demographic, they will continue to feel left out.
Mark McKee
Recruiter FedEx Services
In speaking with a number of 50+ individuals who are in career transition, their perception (reality?)is that jobs available to their generation are one step short of “Wal-Mart greeter”. No offense to the fine folks doing that type of work. Americans are hung up on “being forever young” and I imagine some hiring managers tend to hire younger people mostly because of the computer skill sets they possess and because they can hire them for 30 to 50% cheaper than experienced workers. I think that a lot of the major companies need to do a better job of wooing / attracting 50+ candidates for substantial jobs. Unless a person is wealthy and played the stock market correctly, and because we’re living longer, they will probably have to work into their 70’s or 80’s to make ends meet.
I keep reading and hearing about a major shortage of candidates for middle management positions in the U.S. , however, I haven’t seen a concentrated effort by U.S. employers / Dept. of Labor to have a meaningful dialogue with the right candidates who can “hit the ground running” and fill these voids which are the 50+ candidates.
By the way, I checked out your new website and it looks great! Good luck to you!
Kelly Dingee
Tech Writer & Sourcing Researcher, CIR, ACIRAIRS
Thanks for the heads up on this job board. What are you doing to attract the over 50 crowd? Curious as to where you go to draw them in.
Richard Ackerman
Talent Acquisition Practice ManagerVision Enterprises, Inc
I think that corporations and their HR staff are in a maturation process about how to promote and market to get not just new talent, but also attract skilled and experienced workers. Except for a few large and mid-sized companies, this process is in the very early stages.
This process needs to be given the same effort and attention as marketing a company’s products and services. Traditionally, and experientially, HR folks are not marketing guru’s, and are going to need some help in this area. Organizations such as Shaker Recruitment and others can help in this endeavor. I see no reason why a balanced approach can’t be utilized - an internal portal addressing current skilled and experienced workers, along with an external portal designed to attract new talent.
Geri Kleeman
Principal Kleeman Group
Most positions are in the range of 2 - 15 years of experience. That doesn’t mean another person won’t fit - but that’s often what the job description reads
Amanda Blazo
Business Analyst Govig & Associates
There could be a couple of reasons for this.
1. Those writing the job descriptions are not doing a good job of explaining the role, the company and the expectations of candidates for that role.
2. The job seekers over 50 may perceive their experience to be over and above what is required of most positions posted on the mainstream boards such as Monster and Career Builder today.
3. If these job seekers over 50 have been out of the work force for any period of time, they may have a sense of entitlement…that they are entitled to earn now what they were earning when they left the workforce.
Michele O’Connor (me!)
Thank you for all your messages. I appreciate the response and compliments.
What you have pointed out is very accurate and reflects the need for companies to run a successful hiring campaign geared towards the 50+ demographic. Employers that use head hunters or staffing agencies should retain a firm that has experience with recruiting 50+ candidates (namely, people with experience & flexibility).
In addition to penetrating job boards & professional networks where these people frequent (such as JobsOver50, ThirdAge, BOOMj & AARP) recruiters need to write proper job descriptions that highlight key elements such as;
-# of years of experience
-ability to stay with the same employer for a period of time
-flexible pay, benefits, etc.
-ability to work with others across all ages
You are also correct when saying that job seekers within this segment need to be open for learning new methods and technologies.
One of you mentioned that many Gen X & Y hiring managers tend to hire within their demographic. That is certainly correct and must be addressed. A proper campaign that involves a meeting/orientation with executives & HR personnel needs to be well-planned and orchestrated. This is where your team should be educated on the impact of the 50+ population boom. They should also be required to understand what you are asking them to do - namely hire the best talent (including but not limited to Baby Boomers & Retirees) that match the job qualifications.
Kelly had asked what our company does to attract 50+ job seekers. Our company has cultivated relationships with thousands of partners including schools & alumni associations, social & professional networks, etc. Plus, our pre-launch campaign has been running for 1.5 years. That campaign yielded a massive volume of job seekers who have spread the “buzz” about JobsOver50 in a big way.
Thank you again and please do not hesitate to contact me with any questions.
Michele
moconnor@goliathjobs.com
JobsOver50.com - The Source for Hiring Baby Boomers & Retirees!
About GoliathJobs & JobsOver50:
GoliathJobs is a free web-based employment service. We connect job seekers to employers via schools & alma maters. GoliathJobs creates partnerships with schools throughout North America which serve as liaisons. This model delivers a powerful career service edge to schools at no charge, a competitive edge to job seekers and high-quality results to employers. We believe that employment starts with education regardless of age, experience or educational level. 100% spam-free.
JobsOver50.com is a dedicated employment portal for baby boomers & retirees built on the same platform.
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