Age, Experience, and Hiring

Age, experience, and whether to hire or not. You know there was a time in my life when age was not a factor when working. I have conducted some experiments on my own to see what the difference was if any. Now this is though my eyes and there are many things out there to put on the table ad possible answers.

What I have found that in the industry and it may be in others as well that I find for the most part that companies do not look at the older ages say in their 60's as people to hire, but they will contract them to do consulting or on a temp basis.

So, I guess this is a question too as to what do people think when they have a person sitting in front of them that maybe old enough to be their parents and everything being equal have excellent records as far as experience, but someone either younger than the interviewer or the same age and the interviewer, but as less experience, not as good a record as the older person is hired over the older person.

Now for myself I am not complaining as I have my sources of income and I am comfortable, but there are times when I hear people talking and I take certain things on as a project and this was one of those times.

I am interested in hearing differing views and opinions!

Hi Nate! I don't have an answer to your post. So, I should probably shut up, right?

I don't know if people (in general) just don't have sense enough to recognize their own bias on this topic, but I know no one is going to publicly admit to discriminating based on age. People interviewing an older person MAY think:
1. This person is going to retire in a couple of years and then I'll have to go through this whole process again. Ugh.
2. This person already has a pension he/she is collecting and doesn't really NEED this job. I should offer it to someone younger who doesn't have that security.
3. This person will not be healthy and will miss a lot of days (As if older people are sicker more than young ones.)
4. What happens if I hire this person and no one will listen because he/she is set in his/her ways and won't be able to lead or motivate this new generation?
5. Can this person learn new software? Can this person adapt to OUR way of doing things?

None of the above is true, of course, of most workers, let alone the older workforce. But I can imagine someone who is already in a corporate position at the age of twenty-five to thirty may still buy into that thought process. After all, their parents may be experiencing a decline in health or energy or may be closed-minded to new ways of thinking, so they assume all older people are like that, too. I also think (and this is probably just me) that the younger Supervisors who are high achieving may wonder why someone who is 50-65 would even want to take a position as a lower level manager or in maintenance as a tech or turn-key tech (speaking for this industry only.) I can also understand someone who is looking to hire a leasing agent who would have an idea in mind of someone who will fit in with their demographic (say, a Student Property) and immediately rule out anyone over thirty!

So, nope, I can I can't make any definitive assumptions, but I can see this happening.

I agree with Mindy; I can see this happening. But personally, I typically hire the most qualified candidate, that best fits the position and needs of the company, regardless of age, appearance, gender, etc.

As mentioned in a previous post, my parents both work in Multifamily and I have the utmost respect for what they do and the knowledge they have given me. They both give me the most solid advice on career matters; And vice versa. Having generational differences can be a good thing; We comprehend things in a different way, have a different perspective and reasoning, but ultimately all want the same things in the end.

To me, it would be silly to pass over a well qualified candidate that could bring a different dimension, new perspective, solid work ethic and wealth of experience, whether they are 22 or 62.

Mindy,

As always great wisdom and things to consider! I find that people who are not afraid to address the issue are open and say what is on their minds. You brought a lot of things to the front and my hope is that there are those that are reading what you and Kristi have written and it gives them a moment of pause and question their hiring practices.

Now not because I have spent a lot of time with the government, but because I have seen the hiring practices in the civilian sector and it seems to me the government still has the lead on hiring older personnel to fill job positioins.

I wanted to ensure I was not biased and I looked and on the civilian side I asked personnel what age were they when they were hired on in the industry and they I went into HR records on the government side and seen that the people hired later in life was higher. They also have a healthy intern program for getting new blood in as well in most all of their carreer fields.

By the way how is that Marine doing? When do you see him again?

Well I see myself in the same situation as Nate, my being retired military. I have just been playing around in the housing business for the last ten years, just to have something to do that I liked, and was interested in. I could write a long briefing on this subject, but I won't, as you would say "Oh no, here goes that sarcastic Spencer again!" Actually not sarcastic, more like telling it like it lays.

For an employee, the best way to have a job, is not to "have" to have one at all.

For an employer, that does not work always to their benefit.

I never really thought about the "older" scenario, as I was raised to believe that older meant wiser. And yes, a marginal few never learn, I know. So maybe that old dog won't hunt. To me, other than physical constraints, the draw back to an older person would be their less tolerance for stupidity. Also, with older people patience and understanding can be in somewhat short supply at times. It can be a case of been there--done that. So, the older already knows the outcome of an action from hard knocks and experiences. Old people like me are portrayed as "kindly and sweet and compassionate". Notice I said "like me" but NOT me!! LOL. With me, it is still a case of "off your ass and on your feet". I bet Nate is the same way.

I have met a lot of Gen X Y, Z and others I would run out the door.

I am sure that Nate and Herb are not that much older than me; more like older brothers than parents.

I will jokingly say that I am allergic to stupidity, laziness, and especially excuses; I like receiving them even less than I like GIVING them (and I HATE giving them).

There are 2 kinds of people you will run into in the workplace:

1) Those that see a problem and walk away from it as it is 'not their job'. (WTH???)
2) Those that see a problem and either know how to handle it and follows through with it without being told to; or those that seek advice to proceed before it becomes a major issue. Hopefully those that seek advice will not do so without a solution in mind to present.

I fall into group 2.

Most of us will agree that it takes a little experience and age to oversee an apartment complex. Once you deal with people's living arrangements, you have to be able to anticipate the successes and problems from each tenant's situation. You have to have an idea of what the outcome will be of putting someone in a unit you have just spent three or four days rehabbing with all new paint, appliances and flooring, which may have cost your company upwards of a couple K. If you sense the tenant will demolish the unit by Friday, after they moved in on Tuesday, you will need the maturity to handle that situation. It is too costly to "wait and see" although that is what is usually done. However, there may not be a choice if the units are "affordable housing" and there is no data to reprove the eligibility. Here, you got to have the foresight to go with your best guess and deal with the fair housing laws, which may trump your own better judgement.

When I was first married, we rented a duplex from a lumber company in town, and the rent was $35.00 a month (1964). When I went to sign the lease (actually there was no lease, just an agreement) the man behind the desk peered over his glasses at me, and says "Son, can you pay the rent each and every first of the month?" I say, "yesssir I sure will". The man must have had the foresight to see I would pay, as he smiled and gave me the keys.

Age, experience, foresight, maturity, ability. This works well anywhere you put it.

Based on my own experience working in the apartment industry, I have found that age
is definitely a factor when hiring. There are certain aspects to a position such as those that require constant movement such as walking and climbing to hinder many older seasoned individuals from receiving more opportunities. These days employers are looking for younger individual to perform in all aspects with less probacation of hinderances and physical figue. Although hiring a youngers person might reward a company with a highly motivated person, you might also receive one that is quite knowledgeable with computer technology which is now a the forefront of most businesses. Still an older individual with expert day to day operations can offers an edge that companies fail to acknowledge until it is too late. You can put a price on experience. Each are a formible class offering value that can attribute to the growth of any company. However, older brings a stronger sence committment that can only be earned with experience, so you can't go wrong with that.

Betty Ford
Property Manager
Houston, Texas