Why Now is the Best Time to Hire Candidates 50 Years and Older

I recruit engineers. I speak with anywhere from 15 to 30 candidates every day. Those candidates are individuals who are then considered for open positions at my client companies all over the United States. Some get hired, many don't event get the chance to interview. The huge majority that don't get the chance to interview are those who began their professional careers before 1990. I keep track of this data. More specifically those engineers I present who are over the age of 50 are often passed on as 'OVERQUALIFIED'. That term and its loophole use with regard to age discrimination angers me quite honestly and it doesn't take me long to fire clients who do it repeatedly. But this article is not meant to be a rant. It is meant to be a wake up call for some hiring managers who need to understand why those candidates, age 50 and over, should be considered your most prized candidates.

Let me quickly set the stage, likely with a bunch of facts you already know. The available job openings in the United States currently outweigh the available workers by anywhere from five or seven to one, depending on what research you are looking at. There are simply not enough human beings to fill all of the openings in America. Companies are all fighting over the same talent, the professional with eight to 10 years of experience. In other words everyone is working to hire that mid-career person who has the experience they need, won't cost them a fortune, and still has a good 20 plus years to contribute to their company.

The second half of that stage is from the candidate's point of view. Those candidates with eight to 10 years of experience, if you do the math, are typically in their early 30's. They know they are currently in control because of job demand so rather than be less expensive, I'm finding they are often the more expensive candidates. Also a newer reality, and everyone should know this, you are lucky if you get five years of employment out of a good candidate these days. Lifetime loyalty with relation to employment is a thing of the past, in most cases.

Now to the point... And why now truly is the time to hire candidates 50 years and older. When I speak to candidates I screen them for their technical skills; their soft skills such as communication and presentation capabilities; and also cultural fit. But what I also ask about is professional goals and aspirations and where they see themselves in five years, 10 years and so on. Candidates with eight to 10 years of experience answer very differently than individuals over 50 years of age. This is not a bad thing but definitely why hiring managers have it all wrong. Candidates in their early 30's are often working to get a job that will be a stepping stone to the job they eventually want. More often than not that job they eventually want will be with a different company and very possibly in a different part of the United Stated.

Pause and think about that. Fact check it against your own hiring. How many mid-career professionals have you hired in the last 10 years that, after you invested heavily in their experience and skills, up and left you without a second thought for that next opportunity? Maybe we can persuade LinkedIn to publish that data. They have it.

Now, the 50 plus professionals. They often come to the table with significant experience. Many are highly educated and have invested in graduate degrees and specialized certifications. They often bring experience from multiple companies and multiple industries. In addition, whether through professional or life experience, people who are age 50 and over bring a level of professional maturity and emotional intelligence unparalleled by individuals earlier in their careers. This is something that is often overlooked. These women and men take what they do very seriously. They have the experience to truly understand how their contributions can impact a company, in the short and long term. They want to continue to learn and they want to continue to help make a difference.

Here's the kicker and the big difference between mid-career and those professionals 50 and over. Those 'overqualified' candidates almost always have the same motivation and career goal - to land at a company where they can do meaningful work and have a home for the remainder of their careers. I hear that verbatim on a daily basis. And the reality is they often have more flexibility in compensation than mid-career professionals in this day and age.

So to boil this down, the talent that everyone is fighting for often sees you, your job and your company as a three to five year stepping stone. The talent that has the most experience, may cost the same or even less, and will be the most loyal to your company for what may be 10 to 20 years, are the professionals most overlooked for that same reason, because they are the furthest along in their careers.

Does anyone else see the disconnect here?

Disclaimer. Early career and mid-career candidates make for great hires too. I work with them daily as well and always will. They are equally as valuable and always will be. My argument and motivation here is that both ends of the spectrum are simply at different points in their lives and very different things are important to them.

Hiring managers who review a resume first to see if someone has too much experience are missing out and cutting themselves and their companies short.

If you are a company looking for great candidates, regardless of that candidate's age, call me as I want to work with you. I always have tremendous candidates who, again, want to do meaningful work for a company they can call home for the remainder of their careers.