When introducing himself to the class I was teaching on managing the aging workforce, a Gen Xer in his early 30s said he had enrolled in my course because he was anxious about a promotion he was about to receive: supervising a group of people several years his senior in years and experience. A few of the Boomers in the class voiced a similar concern, but in reverse. They took the course in hopes of better understanding their “younger” coworkers or subordinates.

For the first time ever, we have four, and some people argue five, generations in the workforce. Each markedly different. Each variously hailed and reviled because of the myths about how they think and behave. All challenged to work toward common goals in spite of their differences.

The young man in my class had good reason to be anxious. Though bright and articulate, he had no prior supervisory experience. He did have the good sense to recognize that, without preparation, he risked failure in his first opportunity to exhibit the skills and competencies required of executives, managers and coworkers in today’s increasingly pluralistic and contentious workforce. Enlightened employers are devising new ways to recruit, develop and reward workers of all ages. However, studies show that most employers appear to be oblivious to the shifts occurring in the workforce and are therefore applying management principles and techniques that were better suited to the comparatively simpler shop floor and office venue of more than a half century ago, when the predominantly white male workforce was made up of Traditionals (born before 1946) and early Boomers (those born between 1946 and 1964).

In another time, the potential for stress among the generations gradually would have been dissipated by the natural course of events; that is, older workers would retire and move on to the next stage of their lives, making room for the generation eager to displace them. That historical phenomenon is no longer as predictable as it was for half of the last century and beyond. Because they can look forward to longer, healthier life expectancies and are accustomed to being busy, the majority of the nation’s 78 million Boomers approaching “normal” retirement age want to remain gainfully employed on a full time or part time basis. Furthermore, in hard economic times, they are not in a hurry to trade their paychecks and health care benefits for decimated 401(k) and IRA account balances. The reluctance or inability of the Boomers to move out so that younger workers can move up adds to intergenerational stress and, in my opinion, may ultimately lead to seismic intergenerational conflict over opportunity, compensation and benefits, especially health care.

Nothing short of a transformational overhaul of public and corporate policies can avert intergenerational conflict in the workforce. That could take a full generation. In the interim, employers who see the competitive advantage of recruiting and retaining older workers can adopt some of the best practices developed by organizations that are managing the shifts in the workforce rather than being victimized by them.

Best Practices

Any approach to managing the aging workforce must be undertaken within the full context of the four generations, not just the older generation. Here are some examples of initiatives employers can take to establish a work environment that values the past, present and future contributions of older workers.

1. Study generational composition of your workforce.
The first step is to take stock of what you’ve got by developing a census of the workforce by age, gender and skill level. Then plot the age data according to the four generations (Traditionals, Boomers, Generation X, Generation Y). Next, study the similarities and dissimilarities among the four generations to understand the underlying motivations for each group.

2. Prepare a workforce forecast.
Now that you know what you’ve got, prepare a forecast of the human capital in terms of competencies and experience your firm is likely to need based on certain scenarios. Do a side-by-side comparison of the workforce you have and the workforce you believe you will need three to five years out; then decide what adjustments should be made and how best to make them.

3. Train managers and supervisors about intergenerational differences and issues.
Most managers and supervisors need to step back from their daily routines to understand the causes of intergenerational stress. On the one hand, they must be fair arbiters of age-related disputes. However, they must also be aware of the emotional, cognitive and physical changes older workers experience and the possible influence on the worker’s ability to perform.

4. Match HR policies to the needs of the workforce.
HR policies should be reviewed at least every two years to ensure that they are aligned with needs of the employer and the employee. Older workers, for example, may need customized training or retraining, different types of communications and more time to prepare for the transition to retirement.

5. Be creative in designing compensation plans.
Cash compensation is important to all workers, regardless of age. As needs and time horizons change, however, how and when compensation is received become strategic issues for older workers who have the foresight to manage their assets for gain and tax effectiveness.

6. Include all generations on committees and task groups.
One very effective way to recognize the experience and skills of older workers is to include them on committees and task groups whose opinions and recommendations are solicited by management. It may be advisable to have someone outside of the group facilitate the first few sessions to help ensure that potential conflicts don’t impede communication.

7. Design and implement a comprehensive communication plan.
The differences among generations concerning sources of information are well documented. Communicating with older workers may require greater frequency and more dependence on print media. Older workers also tend to rely more on peer communications than their younger counterparts.

8. Offer lateral movement.
Boomers are achievers, but personal growth and professional advancement need no longer be equated with climbing the career ladder. Particularly in the later stages of their careers, older workers can derive personal satisfaction and make a valuable contribution by moving laterally or diagonally into a different position or function. Often, lateral moves can also offer greater flexibility as well as opportunities for interim assignments or mentoring.

9. Offer flexibility.
Flexible scheduling, job sharing, part time work, sabbaticals for community service and leaves of absence for continuing education are only a few of the ways employers can accommodate the lifestyles of older workers and retain the experience and know-how the company needs. Such programs must be designed carefully and implemented consistently to avoid resentment on the part of younger employees who may feel they are being disadvantaged.

10. Reward managers for retention.
People do what is valued, observed, measured and rewarded. Consequently, managers and supervisors should receive an unambiguous message that retaining older workers who can contribute to achieving organizational goals is valued, will be included in performance evaluations and will be rewarded.

Summary

Unlike their predecessors, the majority of Boomers want to remain actively engaged in meaningful work. In sharp contrast, most employers are either oblivious to the pending exodus of older workers or they are inclined to encourage it in the belief that older workers are expendable and can be replaced at less cost (cash compensation and benefits). As millions of Boomers approach normal retirement age, employers will be forced to make staffing decisions that may have long-lasting consequences. The solution is to plan for and manage the shift occurring in the workforce, to the mutual benefit of the employer and the employee.

# # #

Richard J. Anthony, Sr., has over 35 years of experience as a business coach and consultant to the senior management of large and small corporations in all major industries. He is the founder and managing director of The Solutions Network, Inc., a management consulting firm, and founder of The Entrepreneurs Network, a venue for aspiring and serial entrepreneurs and angel investors. He is the author of “Organizations, People & Effective Communication,” and is a member of the faculty of Villanova University. He is also a member of the board of advisors of JobsOver50.com. He can be reached at 610.225.0277.

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 edge to schools at no charge (and lifelong career services), 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.

The #1 Job Sites on the Web!

Our company has been advising people to re-visit education to sharpen old skills or learn a new one. This is especially important for people looking for a new job or simply re-entering the workforce. There is no age limitation on this advice.

So how do internships fit in? Quite simply.

Employers across all industries can always use interns for a myriad of purposes. Until now, an internship was always considered sub-entry level and was reserved for students.

At JobsOver50.com we are taking the time to educate employers on the benefit of hiring 50+ candidates to fill different roles on a flex-temporary basis (and at a low cost effective wage). This basis is the grounds for what we call a “50+ internship.”

This internship serves as a stepping stone for the candidate as they advance their career or it can be the initial foot in the door the candidate needs to work for a particular employer.

The benefits for the job seeker include;

-sharpens old skills

-modernizes the resume

-compliments any continuing education one may have taken (or is currently taking)

-some work is better than no work and this helps eliminate any gaps in time

The benefits for the employer include;

-obtaining a loyal, flexible employee with potential for a longer stay

-intern/employee can handle a variety of tasks ranging from basic to complicated

-cost effective

-a 50+ intern can usually work more hours

-more mature means more grounded. An improved ability to focus with being less easily distracted

Another factor to consider is the common misconception among young hiring managers that 50+ candidates are not up to date on the applications or tools necessary to get the job done. It is important for the candidate to diffuse that misconception early on. This can be done in a cover letter, resume and even during an interview if necessary. However, if you apply our internship concept to a candidate’s resume you will see that it also helps to diffuse the misconception along with many other benefits as well.

For more information on how your business can benefit from a 50+ intern, please visit us at www.jobsover50.com or email info@jobsover50.com.

About JobsOver50:
JobsOver50.com is a free web-based employment service for Baby Boomers & Retirees backed by the powerful GoliathJobs network. JobsOver50 connects job seekers to employers via schools & alma maters across all levels of education. This model delivers a competitive edge to candidates, a career service edge to schools and significant results to employers.

About GoliathJobs:
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 edge to schools at no charge (and lifelong career services), 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.

The #1 Job Sites on the Web!

I watched these Etrade clips and thought I would post them on our blog. They are hysterical and sometimes you just need a good laugh. Click here!

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 edge to schools at no charge (and lifelong career services), 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.

The #1 Job Sites on the Web!

We have seen this efficient solution quite often at the many hospitals and other healthcare facilities we support.

Temporary sharing among employers is accomplished through impromptu sharing programs with other area facilities. These relationships work well and allow you to share temporary staff (such as student nurses, interns, etc). At the same time you are providing an invaluable service to the students and building a resource for any future needs you may have.

As this concept continues to build we will report on it here and on our GoliathJobs news page.

Have a good day!

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 edge to schools at no charge (and lifelong career services), 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.

The #1 Job Sites on the Web!

Social & professional networks are a big part of life today. They serve many great uses and have also helped many small & large business succeed in their industries. However, the volume of these networks is out of control. This is a topic we frequently discuss at our company roundtables.

We need to draw a line between “essential” and “overkill.” There are useful networks that have been instrumental in bringing us new clients as well as keeping our staff up-to-date on industry trends, best practices and more.  The problem is that our staff is bombarded daily with invitations to join new networks.  The other problem is proliferation of “groups.”  It seems that joining a network is no longer enough.  “Groups” or “subnetworks” are forwarding invitations to our staff on a daily basis as well.

If we were to accept every invitation and participate in the related forums, we would be taking away from the core task of running GoliathJobs and JobsOver50.  I hear the same compliant from many other organizations as well.

I can’t speak for everyone but I do know that we all use LinkedIn, HRP Performance Sites, ERE and a handful of others.  Our academic marketing team also leverages the power of Facebook to penetrate the applicable demographics.  We are also starting to manage a Twitter campaign because, quite frankly, I do not think we have much of a choice if we wish to remain competitive.

Ning for example offers a great environment for organizations to create their own networks.  However, many of these networks are at the core of the problem I mentioned above.  The main networks and subnetworks coming out of Ning comprise a majority of these “overkill” networks.

My point - I think it is time for people to get outside and enjoy some fresh air. Utilize these online tools for the purposees they serve. Do not let them distract you to the degree many organizations & people are starting to experience.

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 edge to schools at no charge (and lifelong career services), 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.

The #1 Job Sites on the Web!

GoliathJobs Featured School of the Month is Fairfield University in Fairfield Connecticut. Fairfield University is a nationally-ranked Jesuit institution that prepares students for leadership in a constantly chang¬ing world. Approximately 5,000 students from 37 countries are enrolled at the University in their undergraduate and graduate programs. With a foundation in the time-honored values of Jesuit learning and a dynamic blend of theoretical and applied learning, a Fairfield education prepares students for life-long success measured by how deeply they challenge themselves and how they influence the world.

The University was founded in 1942 in the scenic coastal community of Fairfield, Connecticut, just one hour by train from New York City and three hours from Boston. Our location combines the best of both worlds: a safe and beautiful campus in a small community, plus the tremendous employment and internship opportunities in New York City and the region. More than 40 Fortune 500 firms are headquartered in Fairfield County, with nearly 100 more in New York and the surrounding area. In addition, Fairfield County hosts the country’s largest concentration of foreign multinational corporations with U.S. headquarters.

Fairfield is well known for small class sizes and the close relationship students develop with faculty, over 93% of whom hold the highest degree in their field. At Fairfield, they believe in learning through real-world experience – most of the students take part in community service activities or internships, or participate in mission trips. Living and learning aren’t two separate activities; they are parts of a whole, and they add up to an education that forms the foundation of an inspired life.

Over 80% of the undergraduate students live on campus; we guarantee housing for all four years. Because they live there, our undergraduate students shape the campus, playing a major role in creating traditions and developing new programs and events.

Fairfield University
1073 North Benson Road
Fairfield, Connecticut 06824
(203) 254-4000

For more information, see www.fairfield.edu

Click here to check out this neat tool for researching stimulus programs in each state.

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 edge to schools at no charge (and lifelong career services), 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.

The #1 Job Sites on the Web!

This is not an easy question nor is there a clear answer.

For many, the start of their experience comes from internships and/or job opportunities that were landed through programs offered by their school. In other words, their education led to experience. That experience is certainly highlighted on one’s resume and will most likely give that person an edge at the onset of their career.

For employers, the difference between two resumes with the same academic credentials is the one which reflects some level of experience. In that case, “experience” would win the contest. Education without experience certainly takes a backseat to education with experience. But, as mentioned above, that experience may not have been available without the academic connection.

“Experience” will generally win the contest because most employers that do require a certain level of education will also require some level of experience. This is even more common in middle and upper management jobs. If there was a hierarchy of qualifications most likely it would be in this order; education - personality & demeanor - experience.

In the case of lawyers & doctors, it is very clear that those candidates with experience (through internships, fellowships, residencies, etc) will excel quicker especially at a young age. At the same time, these professions require a significant amount of education to move forward.

Interesting topic!

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 edge to schools at no charge (and lifelong career services), 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.

The #1 Job Sites on the Web!

Resume fraud is a major issue facing employers & recruiters every day. Verification is one of the key value-added-services of our business because of this issue. There is a heightened need to not only extrapolate qualified candidates from the crowd but to also hire the honest ones.

A current industry trend says that “2/3 of resumes received today are inaccurate.” As an employer or recruiter you are not aware of the inaccuracies until you conduct your diligence. This means reading the resume, conducting the first interview and then running your fact finding mission. It is only after all these time consuming and expensive steps that you will find the fraud buried into the text of the resume.

Why does this happen?

Job seekers do desperate things. When the sea is full of candidates, like it is today, people tend to panic. They start to question their education, experience and even their hobbies. They feel that an impressive resume despite the errors will get them in front of the employer. Once in the door, they assume that their wonderful personality will win them the job with the lies or embellishment being overlooked. Those notions are completely incorrect and they only hurt themselves in the long run.

If an employer has spent time & energy on an application and they find out that the resume is full of holes, they will reject the candidate completely and most likely prohibit future applications from that same person. 99.9% of employers will always be attracted to resumes that have some sort of verification method included. GoliathJobs, JobsOver50 & Resumefit are good examples of this.

Resume fraud - no one wins! Candidates will reduce their chance of landing a good job and employers waste time & money in the process.

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 edge to schools at no charge (and lifelong career services), 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.

The #1 Job Sites on the Web!

“Fears Make Offices All Ears” is a great article written by Dana Mattioli from the Wall Street Journal. Fears about layoffs and corporate restructuring have left employees more attentive to what’s going on around them. “While workplace eavesdropping has been going on for ages, fears about layoffs and corporate restructuring have left employees more attentive to what’s going on around them. And as employees resort to eavesdropping, human-resources professionals say they are encountering cases of rumor-spreading in the workplace more frequently,” says Ms. Mattiolo. You can read the entire article by clicking here.

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 edge to schools at no charge (and lifelong career services), 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.

The #1 Job Sites on the Web!