Kyle HR Consulting Services的动态

Older candidates tend not to use you as a stepping stone to their next job. Older candidates are more likely to be more loyal. Older candidates bring more life skills. Older candidates tend to be "lower maintenance". Older candidates tend to have hidden extra added value. Older candidates are becoming a bigger percentage of the workforce. Ignore their value at your peril.......

#LearningNudges As we navigate the evolving dynamics of a multigenerational workforce, two words stand out: Ageism and Gen Z. To harness the full potential of today’s workforce, we need to embrace both ends of the talent spectrum. This means valuing the experience of seasoned professionals in their 50s and 60s who bring a wealth of insight, while also welcoming the energy and fresh ideas of 20-something Gen Z talent eager to make an impact. The real challenge for people leaders is not only to avoid biases but to be genuinely inclusive, ensuring that the best person for each role is recognized. Let’s build strategies that are inclusive, strategic, and human-centered, allowing diverse perspectives to thrive together. After all, it’s the synergy of experience and innovation that drives success in today’s workplaces. #Ageism #GenZ #BeInclusive #TalentManagement #Leadership #MultiGenerationalWorkforce

At a seminar recently I learned that 17 year olds today will on average live until they are 104 - which means that we will be working longer therefore there should be no sigma attached to age when your hiring. #partnershipswithpeople

Seasoned employees have a wealth of information to share!!! “IT’S NOT THE DESTINATION BUT THE JOURNEY”: PERSPECTIVES AND ADVICE ON WISDOM? Nicole Lehpamer Innovation in Aging, Volume 7, Issue Supplement_1, December 2023, Page 715,?https://lnkd.in/gazYYY9i Published:?21 December 2023 Abstract While wisdom has been a common topic of contemplation for hundreds of years, a common theme in the wisdom literature relates to how wisdom is acquired through experiences. However, others have found that it can also be developed through individual factors, such as cognition, emotional intelligence, and personality, and cultivated through social interactions and self-reflection. Older adults have more experience than those of any other generation, giving them the time to develop the individual factors associated with wisdom and the skills to cultivate it. Given their unique social position, older adults are thus most qualified to share wisdom. In attempts to capitalize on the wisdom of older adults, the study uses survey data from adults aged 55 and better to examine how older adults characterize wisdom, it’s association with age, and how it can be achieved. Data was collected using surveys administered through the Survey Monkey Platform and the Mather Institute Research Panel. Findings indicate that most older adults believe that wisdom increases with age. They further believe that wise individuals accept their limitations, are realists, have developed strong relationships with others, and seem in control of their lives. Older adults believe that wisdom can primarily be achieved by making mistakes, interacting with people who are different, experiencing adversity, and trying new things. Understanding the ways in which older adults perceive wisdom can be used to enhance intergenerational interactions that are mutually beneficial. https://lnkd.in/g2_FWehT

I’ll say it again and again: HR and management teams need to be educated on ageism. Too often, people in their 50s, 60s, and even 70s are overlooked, despite having extensive knowledge, experience, and so much to offer. The belief that older professionals are less capable or adaptable is outdated. Those of us with decades of experience bring a wealth of skills, mentorship abilities, and resilience to any role. We are educated, we’ve faced challenges, and we’ve developed insights that only time can teach. It’s time for organizations to recognize that age is an asset. HR teams and managers need to be trained to see the value in every stage of a career and make full use of the experience within their teams. Ageism is still as strong as ever—but it doesn’t have to be. Let’s start the conversation and drive change. Together, we can reshape perspectives on age and experience in the workplace. #Ageism #ExperienceMatters #DiversityAndInclusion #WorkplaceEquality

This is so true! And yet they would probably be rejected by most recruitment ATS filters, especially if they had been convicted of a felony while doing the same job in the past! Why is it that different rules apply to US Presidents? ?? Many older people still have lots of energy as well as experience. And yes, they may be expecting a higher salary, but you are paying for that experience (as you would pay for a high-powered consultant!), and they will generally hit the ground running and work more effectively than someone less experienced. #agism #recruitment

Age, race, gender….. no. Capability and potential is key

Diversity across the board. Your teams should resemble a mixed bag of different people. Represent the world not what your cul de sac looks like. Recent human studies indicate that humans are at the height of their work performance between 60 and 80 years of age. Corporate America does not reflect this. Maybe we call them the brain trust generation, big thinkers who get the job done.

Age should never be a barrier to recognizing talent, energy, and capability. Experience brings invaluable wisdom, resilience, and perspective—qualities that every team and organization need to succeed. Let’s move beyond ageism in hiring and fully embrace the strengths that seasoned professionals bring to the table.

Does age help qualify you for a job?