Archive for October, 2009

Tonight on twitter, several of my colleagues will be sharing their dare I say, “horror stories,” just in time for halloween.  However, HR horror stories are often much scarier than your typical “trick or treat.”  Tune in tonight at 8 p.m. to hear more.     A Definite Dont Miss event @hrhappyhourTonight #HRHappyHour – ‘HR Horror Stories’ | http://bit.ly/nh5Hl | 8 pm EDT | Call in 646-378-1086  Follow me on twitter HRMargo or get linkedin www.linkedin.com/margorose

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Recently, Time Magazine reported that people are working late into their sixties. Twitter seems to be a buzz with articles about recruiting Gen X, Y, and Z. However, today in Cincinnati there was a job fair for employees over 50. So are we missing the boat? Is Gen “Alpha A-or-B” the new face of recruits? With the onset of the financial crisis, people are no longer retiring at 62. Would you? Will your recruits?

Gen X and Y will face the same struggles baby boomers are considering the economy they are soon to inherit. But, I also contend that is NOT a bad thing. Our brains don’t wither and die when we turn 50-60, or even 70. Dennis Hopper energetically articulated 60 is the new 40 in the often quoted financial planning commercial. Does he not have a point? People are reinventing themselves later in life, having had a long career, learning what they don’t want, passionately clamoring for what they do. According to Joe Mullich, in his article “Don’t Retire em, Hire em,”
(Workforce Management), reports that “Many older people have a work ethic and sense of civility that the younger generation has not learned yet.” He cites that 55+ workers at CVS comprise more than 16% of the workforce. They show up on time and provide better customer service.

Current data suggests that older employees have better attendence records, are more accountable,and are productive and trustworthy.

We used to live in a time when we supervised employees young enough to be our children. The question is how the cost of hire and retention will shift when baby boomers are supervised “grandchildren” aged managers? Will this have an impact on training and development, and organizational practices? Will HR recognize the value of the older worker? The evidence suggests the answer to this question is yes. ( ). As Social Media and HRevolutionists define the new face of HR, it should also calculate them graying of the workforce into the equation. I embrace Gen Y and Gen Z, after all, the possibility exists that I may one day report to one of them.

Margo Rose is an HR Professional in Cincinnati, OH

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