A new category of employee, “the silver collar worker,” now has an opportunity to change the way businesses view the older worker.
That category of worker, people over 55 years old, said Beth O’Neill, a trainer in the Workforce Development Division of the DuPage Workforce Board, will change the complexion of society.
“Older workers have experience, experience, experience, coupled with a great work ethic. Older workers can bring what they have seen and done to a company,” she said.
“They are a positive influence on the work habits and productivity of young workers. Also, they are productive through attendance, dedication, loyalty and punctuality. Older workers take pride in a job well done.”
O’Neill mentioned Marlene M., who is in her 70s and cannot walk nor stand long. But what she did have was a “can do attitude” about finding a job. With a monthly income of $700 from Social Security, Marlene needed to work.
Contrary to what is taught in the “Cover Letter” workshop at the Workforce Development Division, O’Neill said Marlene would start her cover letters telling the employer that she is an older worker, but that by being an older worker, she offers maturity, professionalism, wisdom and an excellent work ethic.
Also, O’Neill noted that like aging wine, Marlene’s keyboarding skills had improved and topped more than 70 words per minute.
Marlene became unemployed in 2005 after working seven years as a legal secretary. She landed a few positions in 2006 as a legal secretary. But because of the legal field’s fast-paced work environment, O’Neill said Marlene was laid off from each job after a short time.
So, O’Neill approached Glen Murrin, overall manager of the Lombard office of the Illinois Department of Employment Security (IDES), and John P. Haffey, supervisor of employment service at IDES, to suggest Marlene for employment as a receptionist/switchboard operator at the Lombard center.
In June 2007 she was hired. As for how Marlene is working out, Haffey simply replied, “She’s a gem.”
For another example of the “silver collar” employee, O’Neill talked about Joe M., who was downsized from a manufacturing company after 30 years as an operations manager.
After two years of working at what O’Neill called survival jobs, Joe landed a job as a financial analyst at an accounting firm. In his 60s, he had to go to school to get all the licenses for this position.
After five years, because of a restructuring, Joe became unemployed again. But with great management skills and a great work ethic, Joe reinvented himself once again to become an office manager for an insurance company.
These two people are examples of the 200 newly unemployed clients who each month seek the services of the DuPage County Workforce Development Division. Most of them come to the Division because they still want to or need to work.
Among them are high level executives, IT professionals, lawyers and international trade show coordinators to mention a few. One was a scientist who had worked on the space shuttle.
Under the Workforce Investment Act, clients may receive training in areas of job searching: research and networking, resume development, telephone skills, interviewing and negotiation. Some people may qualify for retraining or intensive services.
O’Neill also has developed a workshop for this pool of people, Sidestepping Your Age, so they can be better prepared for the increased demand for their services because there are less younger people to fill the jobs held by older people.
Because of the employee shortage from the Baby Bust generation (women electing to have less children) after the Baby Boom generation, O’Neill said competition is going to heat up and older workers are going to be able to have choices to stay in a career position, to work part-time, to telecommute, to perhaps have a phased out retirement or to even start a new business.
O’Neill said her best advice to companies is to know that the shortage is coming and prepare for it by analyzing key performers and the skills required.
She said companies should familiarize themselves with the Web site, www.illinoisworknet.com, which has a section for businesses and provides information on subjects such as training and recruiting.
Companies can also contact workNet DuPage Business Services at 630-955-2030. This organization holds job fairs and can assist in posting company job openings.
A good source of labor market information is www.illinoisworkinfo.com. On that site employers can research current salary information and be competitive in their hiring process.
Other resources include:
Dan McLeister, Contributing Writer