Flipping the Script on Older Workers

Dear Employers, Hiring Managers, and Talent Scouts:

I know many of you are struggling to fill long-open positions with “just the right” person.

Someone with the right combination of experience—and creativity. Big ideas—and common sense. Proven skills—and a willingness to learn. Patience—and tenacity. An eye on the big picture—and the bottom line.

Someone capable of leading from the front, the middle, or the rear. A team player—and a role model.

Someone who can make those around them better—and stronger. Who’s not afraid to ask hard questions—or offer solid answers.

Someone who may very well be the smartest person in the room—but doesn’t have to be. Who just wants to make a contribution—and a living. And who brings a different type of dynamic to the table.

Have I got the person for you—IF you’re willing to think outside the box, that is.

Because my candidate is not one of the usual suspects you might find via your Applicant Tracking System. They’ve got WAY more to offer than a laundry list of key words plugged in to jibe with your position description.

They’re perfectly qualified—and just the right price.

Not only are they adept at using technology—they’ve evolved right along with it. AI, included.

Just who is this unicorn, you ask?

It’s the OLDER WORKER.

And they can help make your business more creative, more productive, and MORE PROFITABLE.

Don’t believe me? Just Google up “Benefits of an Intergenerational Workforce,” and read all about it for yourself.

Unless, of course, greater creativity, increased productivity, and higher profits are not what you’re looking for.

So set aside your ageist biases (we all know you have them)—and give an older worker a chance.

Because May is #OlderAmericansMonth. And we’re here to #FlipThe Script on older workers—FOR GOOD.