By Hani Kafoury
Peter Spunt, an ex-senior executive
in the pharmaceutical industry, has had his share of job search challenges with
what human resources experts refer to as “ageism” - or age discrimination.
“At 62, I am happy to contribute to
an organization’s success,” Spunt says. “Salary and a fancy title are not my
primary concerns. I just want to make use of my hard-earned experience,
successful track record and skill set. The fire is still in the belly.”
He is not alone. Many mature
workers, defined as aged 45 or older by CEDEC (Community Economic Development
and Employability Corporation), seek job-search training and coaching
assistance through employment service providers such as OMETZ, La Passerelle
and Executives Available. But they come across diehard myths still held by many
employers.
Myth No. 1: Expect to pay more
This is by far the most pervasive.
Larry Riley, director at job assistance program Executives Available,
specializing in job-search strategies and support for professionals 40 years of
age and over, says employers may be missing an important point.
“People don’t have the same
financial needs later in life - the kids are gone, the mortgage is probably
paid for,” he says. “Mature workers are at a different stage of their lives and
may not necessarily be looking for high salaries.” Contract work or reduced
work hours may be an option - and a win-win for both parties.
Myth No. 2: Expect trouble with
younger employees
A 50-year-old may not see
eye-to-eye with a much younger manager - but is it age? “While there may be the
odd cross-generational challenge, I’ve found that age has little to do with
getting along,” says Daniel Ascher, from executive recruitment firm
Denell-Archer.
“If you think there is a good fit with the candidate you are
considering, that he or she is bringing in the right experience, the right
chemistry, and can be managed, then you’ve got yourself a good potential
employee.”
Myth No. 3: Expect no overtime
Everything being equal, work ethic
often characterizes mature workers. “For most mature workers, the occasional
overtime is not an issue because their kids are grown up and they are very
motivated to contribute all they can,” says Marianna Balakhnina, coordinator of
labour market development at CEDEC. “Many employers say that mature workers
have a high level of motivation and dedication.”
Myth No. 4: Expect a short stay
A major study from CEDEC shows that
mature workers have lower turnover rates, are quite stable and stay longer
within a position and within a company.
“Mature workers tend to be more
selective. So once they’re in, they are going to be quite effective and loyal,”
says Lois Liverman, executive director at OMETZ, an NPO offering a range of
services to job seekers, employers and entrepreneurs.
Myth No. 5: Expect rigidity
Don’t presume or jump to
conclusions. “The company should be offering an interview to someone based on
experience and skills,” Liverman says. “You need to be able to have that fit.
The perfect resumé is one that opens the door. Once they go through it, take
the resumé and toss it — it means nothing.”
(As a coach, trainer and consultant
in the people side of change, I have found that age rarely has anything to do
with whether we embrace or resist change.)
Myth No. 6: Expect technology
trouble
“It’s not about being tech savvy,
it’s about what the position requires,” is a message often reiterated to hirers
by Leslie Acs, executive director at La Passerelle, an employment and career
transition centre. “One gentleman in our program has been in the garment
business for over 30 years. His understanding of the entire process is
incredibly profound. But not in a technical way - it’s like he ‘feels’ it. He
gets frustrated because recruiters ask him typical questions, not ones that
highlight his strengths.”
“But it’s changing,” Acs added.
“The value of a mature worker is being appreciated more. Technology is
teachable - wisdom and leadership are more difficult to teach.”
Myth No. 7: Expect less stamina
and energy
The 2012 CEDEC report indicates
that only a small minority of mature workers are challenged physically.
Balakhnina is emphatic: “Mature workers are motivated by their eagerness to
reach out first to employment service providers, to complete the programs, to
do everything they can and not give up.”
When it comes to busting “ageism”
myths, company size does not matter. Whether it is a large Crown corporation,
such as the Business Development Bank of Canada, or a smaller organization such
as Triton Pharma, a company’s culture and approach to diversity is key.
“BDC approaches recruitment from a
perspective of diversity and inclusiveness,” says Ela Borenstein, Partner at
Health Venture Fund at BDC Capital. “The last two years, we’ve been recognized
as a top employer for employees over 40. Currently over 20 per cent of our
workforce is over 50, with the average age being 41. It reflects how much
emphasis we put on experience.
“I started with BDC in my 40s, and
I have been acknowledged as bringing experience and deep expertise to the
table.”
Sybil Dahan, president at Triton
Pharma Inc., concurs. “We’re a sales force and marketing organization, and for
us age is not an issue as long as there is a fit. Our Sales Manager is 67 going
on 25!”
Dahan sums it up well. “In the
hiring process, you do not want to put age as an obstacle, because what you are
looking for is what is missing in your team. Do you have the right mix of
gender, age, training, cultural? And from there you go and get it, to gain that
competitive edge.”
Before creating Tranzition
Consulting Services, Hani Kafoury spent almost 30 years in the corporate world
in various senior leadership positions. He holds an M.A. in psychology, is
trained in organizational transition management and leadership coaching, and is
a certified Myers-Briggs practitioner. Kafoury works with organizations and
individuals in effectively managing major change.
http://www.montrealgazette.com/business/Hani+Kafoury+Dispelling+myths+about+hiring+mature+workers/8179324/story.html
