The Expanding Role of the Older Workforce
The American labor force is getting older, a shift driven by increased life expectancy, better overall health, and changing financial needs. More people are choosing to or needing to work past the traditional age of 65. This demographic reality, with adults aged 65 and older projected to be a larger percentage of the labor force in the coming decade, directly challenges the myth that age is a barrier to employment. Success often lies in leveraging decades of experience while adapting to new technologies and workplace demands.
Unpacking the Value of Experience
Older workers bring a wealth of intangible assets to organizations. While some employers may have misconceptions, many experienced workers possess highly valued qualities:
- Experience and institutional knowledge: Provides valuable knowledge for mentoring and strategic decisions.
- Strong work ethic and reliability: Older employees tend to have higher attendance and conscientiousness.
- Advanced soft skills: Critical professional skills like communication are often highly developed.
- Reduced turnover: Older employees tend to stay in their positions longer, lowering recruitment and training costs.
Combating Age Discrimination in the Hiring Process
Older job seekers often face bias despite the benefits they offer. The Age Discrimination in Employment Act (ADEA) protects individuals 40 and older from age-based hiring, firing, or promotion decisions. However, implicit biases can still exist. Older adults can address these issues by:
- Updating resumes: Focus on recent skills and accomplishments. Omit graduation dates and tailor the resume to the job description.
- Highlighting technology skills: Showcasing proficiency in modern technology can counter assumptions about tech-savviness.
- Using networking: Many jobs are found through personal and professional networks.
- Emphasizing adaptability: Share examples of successfully learning new skills or adapting to change.
Finding Age-Friendly Employment Opportunities
Focusing on certain fields or companies can lead to better results for those seeking work. Many industries value the experience and reliability of older workers, particularly in client-facing or advisory roles. There are also dedicated resources for senior job seekers.
Career Paths and Resources for Older Adults
- Retail: Many retail chains hire older workers for part-time roles.
- Consulting: Expertise can be used to provide consulting services.
- Education and Tutoring: Sharing knowledge through teaching or tutoring is a rewarding option.
- Healthcare and Social Services: This sector has high demand for workers in various roles.
- Remote and Flexible Work: Offers opportunities in fields like content writing and data entry.
The National Council on Aging (NCOA) offers resources for older adults in their job search. For more information, visit The National Council on Aging.
A Comparison of Employment Mindsets
| Aspect | Traditional Employment Mindset (Outdated) | Modern Employment Mindset (Current) |
|---|---|---|
| Hiring Preference | Prioritizes youth, viewing older workers as less tech-savvy and more expensive. | Values diverse skill sets and perspectives, understanding older workers' reliability and experience. |
| Focus on Experience | Downplays extensive experience, favoring candidates with more recent training. | Recognizes experience as a significant asset, leading to lower training costs and fewer errors. |
| Adaptability | Assumes older workers are resistant to change and new technology. | Knows that older workers have adapted to multiple technological shifts and are lifelong learners. |
| Career Path | Assumes a single, linear career path ending in formal retirement. | Sees a multi-stage career with transitions, part-time work, or consulting roles. |
| Recruitment | Relies on standard job boards that can lead to bias. | Uses specialized platforms like RetirementJobs.com and leverages networking and referrals. |
A New Chapter, Not an Ending
Age is no longer a definitive determinant of working life. Financial necessity, personal fulfillment, and a desire for social interaction are driving more adults to continue working into their 70s and beyond. Companies are also recognizing the significant value that experienced employees bring, including stability, wisdom, and a strong work ethic. The modern workplace is becoming multi-generational, creating more opportunities and a greater understanding of age diversity benefits. By addressing biases, leveraging strengths, and using resources, 70 year olds are not only employable but are desirable assets in the job market.
Conclusion: The Employability of Experienced Professionals
The question of whether 70 year olds are employable is answered by the growing number of older adults successfully participating in the workforce. The key is for job seekers and employers to move past outdated assumptions and focus on the immense value of experience. This involves strategic job searching and skill adaptation for seekers, and recognizing the benefits and combating age bias for employers. Including older workers is not just socially positive, but a smart business decision that enriches the workplace.
