Nearly 14 million new service jobs were created between 1970 and 1988 and many of these employers are clamoring for older workers. Hardware stores and home-improvement chains like Builders Emporium recruit over 55 employees; a more mature face makes more sense in such retail environments. Temporary agencies have discovered the benefits of placing older workers as well; seniors now make up one-fourth of Manpower's workforce. Adia has just debuted a recruitment video aimed at older reentry workers. When Kelly Services began actively recruiting retirees in 1987, 7 percent of its 550,000 temporary employees were 55 or older; by 1989 that proportion had grown to 12 percent.
Days Inn has instructed its job recruiters to go after men and women over 50. Walt Disney actively recruits retirees to fill vacancies on its 25,000 Disney World staff. Tourism and travel is the fastest growing business in the U.S. today, and by the end of the next decade it will employ one out of five American workers. Because one in four pleasure trips is taken by the 55-plus traveler, these industries are aggressively seeking older employees.
Did you know Travelers Corporation runs a Retiree Job Bank that fills 60 percent of its company's temporary employment needs? It was first organized in 1981 and today has an active pool of 750 retirees; one-half are retired Travelers employees, the other half are not. Travelers has even changed its pension plan so retired people can work up to 960 hours without losing their benefits. Banks are hiring retired workers as tellers and customer-service representatives. Bank of America in Los Angeles hired 300 people over age 60 in 1988 and another 400 in the first half of 1989.
AARP runs a computerized National Older Worker Information System that documents the "good guys." To date, more than 369 companies are listed in its file. All of these firms provide innovative options for older workers including employment pools, phased retirement, training programs, etc.
So a few businesses want to hire you because of how old you are; but many more want to hire you because of who you are. Look around at all the role models you see being recognized for their achievements. In 1988 Frances Lear (age 62) launched Lear's for the over 40 woman. Today the magazine is going strong and the editorials, articles, interviews and fashions are for mature women in charge of their lives. Lear's motivation in starting the magazine was that she was fed up with the youth-driven Cosmopolitans and Vogues. Lear's fit the bill.
Middle-aged and older actors and entertainers have made strong comebacks in the last few years - and not as doddering character actors but as leading men and women. In 1989 Sean Connery (age 59) was named Sexiest Man of the Year by People magazine. Paul Newman still twinkles his baby blues in his 60s; Frank Sinatra still does it his way at 75, and Johnny Carson continues to beat the ratings of late-night comedians half his age.
Mary Kay is hailed as a true entrepreneur; Sophia Loren and Elizabeth Taylor continue to fascinate the public; Margaret Thatcher's strong politics helped change the United Kingdom forever; and Ronald Reagan's statesmanship could only have evolved from age and experience.
In your city and community there are older people working and succeeding and accomplishing in all fields and at all endeavors. And I bet if you asked them, they would all have this in common: They aren't conscious of being older. They just like doing what they're doing and it never occurs to them that they can't do it. Now it's your turn!
The interview is hard work, make no mistake about it, but it also can be a fun and exhilarating experience if you handle it well. Since you clearly don't have the job before the inter-view, you really have nothing to lose. If you don't get the job-well, it wasn't yours anyway (that should be a liberating thought). When you think about it, the interviewer has only as much power over you as you choose to give him or her.
From your side of the interview, you will need to communicate all of your plus factors. Let the employer get to know you - and like you. It is important to come across as being as professional as the person facing you. Therefore, dress as well as (if not better than) the interviewer. Bring your resume (in case the one you sent has been misplaced) and be well versed on all of its parts.
Be sure your answers to the interviewer's questions are clear, credible and consistent. No hedging, no inconsistencies. Think out the logic of your responses and practice them. Not once, not twice, but many times. Emphasize the positive aspects of your age - work ethic, loyalty, good health, high energy, enthusiasm, maturity, flexibility, etc. Be aware of the not-so-great stereotypes that exist about older workers and make sure your answers offset them. The interviewer will invariably ask some questions that will cause you some anxiety. This standard interview technique is used for two reasons: (1) the interviewer wants to see how you handle pressure, and (2) if you are hiding something, she hopes her questions will unnerve you so you'll divulge something you weren't planning to.
When the interviewer asks if you have any questions, the answer is always YES. But don't ask questions about work benefits (vacation days, dental plan, etc.). Believe it or not, the interviewer has forgotten he or she works for money at this point and believes he or she works for "personal satisfaction" or as part of an exciting team that is "getting something done." Therefore, act like you are similarly motivated and share those concerns. Researching the firm beforehand will help you generate questions to ask or topics to bring up. Good topics to ask about are expansion plans, major competitors, corporate image, etc. Nothing too personal.
