Article Summary – Here’s why companies don’t want to hire people over the age of 40
Source: Here’s why companies don’t want to hire people over the age of 40
Author: Ingar Grev
Is there a growing trend to bypass workers over the age of forty for a variety of reasons–especially the white collar manager positions? Author Ingar Grev believes so and calls it a â€˜crisisâ€™ of underemployed and unemployed.
Grev, a strategy expert, encourages companies and businesses to realize that there is a wealth of talent, wisdom and experience in workers over 40 which cannot be found in younger age groups.Â As part of a group to help people in his community find work, he was surprised to find a bias against those â€˜over 40 and overqualifiedâ€™ by those hiring.
In his article, Here’s Why Companies Don’t Want To Hire People Over the Age of 40, Grev addresses five points of view that are often associated with potential employees who are unemployed or underemployed and over the age of forty.
One concern hiring companies often submit is that an older employee who is hired at a salary significantly lower than what they should earn will leave the company as soon as something better is secured. Grevâ€™s agrees that may be the case, but no more so than a younger employee trying to secure a career step up. He argues that an older employee would actually be more stable and more willing to stay with the company, since the unemployed worker knows the other side of not working, and will be more motivated to stay with the company far longer than younger workers.
Another concern against workers over 40 is that the employee may retire sooner than anticipated. The author counters this would be highly unlikely since the effects of unemployment or underemployment are not soon overcome. A worker will most likely be working well into the age of 70 or older to counteract the years lost in income. Furthermore, someone who has seen the unemployment side of the workforce will be far more thankful for the job and work harder to keep it than someone younger and who has never had that experience.
Other concerns included the assumption that something was wrong with the worker, or they are set in their ways or that the worker, if declined the position, would sue for age discrimination.
In each case, the author brings to light that unemployed workers over the age of 40 have immense talents and experience to offer companies at a bargain price of a salary, and will even be far more thankful for it.