First let’s dispel a few myths about older employees:

• They cost more than a younger employee.
• They could be resistant to change, especially tech-related.
• They’re going to retire soon.

On average, we’re actually seeing Americans retire at a later age than years past. And we’ve seen that older employees aren’t necessarily as money-motivated as their younger counterparts, valuing workplace culture and work-life balance over a larger salary.

In terms of older employees’ resistance to change, we would argue that older generations’ work ethic outweighs this problem. Accountability and follow-through are invaluable resources in an era of “quiet quitting” in the workplace.

In our industry, there’s travel involved. Many employers assume that, as a worker ages, they’re less willing to travel. In our experience, without children at home, empty nesters are much more likely to hit the road and visit job sites.

Empty nesters make great trainers. More seasoned employees have already been through it and are ready to pour that knowledge and experience into other people. These are the people you’re going to want training your younger employees, before those still working their way up the org chart.

Empty nesters are a great hire for small firms, especially those with a broad background. With years of experience wearing many hats, you get two for the price of one.

And lastly, diversity. Hiring older employees is a great way to bring diversity into the workplace. Let’s avoid echo chambers. Experience and feedback from across generations make for a more successful workplace.

At Wildcat Search Group, we know that age is just a number. We see your value. Give us a call.