Older Americans are present in today’s U.S. workforce in record numbers. This trend, that started a couple of decades ago, demands special attention from the search and staffing community as many in the older population are seeking to remain actively engaged in the American workforce.

American Life-Expectancy is Rising Again

Except for a slowdown and brief stoppage at the height of the coronavirus pandemic, the federal Census Bureau, Bureau of Labor Statistics (BLS), and Centers for Disease Control and Prevention (CDC) are each reporting a rise in the U.S. senior population and a corresponding rise in persons over 65 in the workplace. The living longer factor can be attributed to improved health and medical diagnosis and treatment, as well as senior exposure and access to these innovative practices and tools. Further, senior behaviors (i.e., diet, exercise, smoking cessation, alcohol consumption management, sleep, etc.) have also had a positive effect on their ability to resist  and recover from serious illnesses. 

American Workforce Participation also Reaching Higher Numbers

Older Americans today are looking at the world of work and their place in it differently than previous seniors. Some want to work. Some want to work differently. Some must work.

The “want to work” crowd likes their career engagement, does not feel that age has affected their performance and productivity levels, and would like to avoid any proposition that would force them to exit a place where they have met considerable success and satisfaction just because they have reached an arbitrary age milestone. A recent Gallup survey determined the average retirement age was 62 in 2023, up from 59 earlier in the millennium and expected to continue to rise.

A second segment would like to work differently, a condition that brings a whole new set of propositions before them and any employers that may wish to benefit longer from their knowledge, skill-set, and experience. Working differently can have several meanings, including:

· Adjusting occupational role in some fashion

· Allowing existing role to be performed according to a new format (i.e., remote work)

· Reduce time on task (i.e., four day workweek)

· Retirement and hiring back at consultant

Movement to a volunteer position using any proven talents and experience

Obviously, each of the above could result in some type of adjustment in compensation or benefits, but many workers have expressed a willingness to accept less in order to remain actively engaged in their current occupational role or some version of it.

The third group lingering in the workforce and not wanting to exit are the individuals that must work. These women and men have learned that they failed in their financial preparation for retirement and fear full exit would be premature and not allow them to enjoy retirement as they had envisioned it in mid-adulthood. Continued employment is not something that they necessarily want to do, but realize that they “must do” to eventually exit on their terms. In fact, some candidates for employment have already retired and, upon learning of their financial challenges and shortcomings, discovered they must return to in some capacity.

No matter the reason, the presence of these characters is having an impact on the presence of greater numbers of older individuals in and wanting to return to the workforce.  It is a matter that search and staffing professionals must factor into their relationships with both candidates and clients.

Older Workers Have Unique Characteristics and Needs

The appearance of older candidates at the door of a search and staffing firm calls for an awareness that their career development needs and life circumstances will differ from the majority of those seeking to enter the workforce or change positions for some reason. These factors include the following:

Seniors are seeking “get me from “Y to Z” employment” with Z defined as full retirement. Treat them differently than young and middle age adults by acknowledging this difference.

Most seniors will wish to consider work that capitalizes on their existing, knowledge, skill set, and experience level. Treat their experiences and competencies appropriately.

The older worker is likely coming from a stable career situation and not savvy to the contemporary protocols and tools that search and staffing professionals employ. After all they have been working hard all these years---not looking for work. Teach them the job exploration and identification skills they will need to possess.

Those seeking employment because of their failure to prepare adequately for retirement’s financial challenges victims of uncontrollable matters (i.e., recessions) may be reluctant to take ownership of these personal shortcomings. Treat money matters sensitively. 

Most older candidates are coming to you from a place of comfort and security. Treat workplace culture and other descriptive information as importantly as the specific job details you offer them about any positions they will be considering.   

Failure to include these considerations in any dealings that search and staffing professionals and recruiters have with older candidates may result in faulty actions on their part. Recognize their unique circumstances in coming to you and structure your services to take them from “Y to Z.” 

The Career Mechanic is a treatment of a contemporary career development issue or problem by Frank Burtnett, Ed.D, a professional career counselor, counselor educator, author, and consultant.  Dr. Burtnett served as the Certification and Education Consultant to the National Association of Personnel Services (NAPS) from 1994 to 2021.  Topics are drawn from his popular book, Career Challenges: Straight Talk About Achieving Success in a Technology Driven, Post COVID World of Work, Third Edition (2023) and other writings.

To learn more about Career Challenges visit: https://rowman.com/ISBN/9781475868081/Career-Challenges-Straight-Talk-about-Achieving-Success-in-the-Technology-Driven-Post-COVID-World-of-Work-3rd-Edition. EMInfo readers can receive a 30% discount by using RLFAMDF30 as their discount code.
Read more by Frank Burtnett.