What’s the biggest predictor of success? If you said past success you’re on the right track. Past behavior is the best predictor of future behavior.
With that in mind, coupled with a need for good sellers—targeting second-career and/or younger boomers for open sales roles can be a smart strategy. By 2025, it is expected that 25% of workers in the US will be over the age of 55.
The gain to those who are forward enough in their thinking to recruit them are potential employees with … depth, workplace wisdom, reliability, confidence, critical-thinking skills.
They are less likely to job jump; proactive, positive, and practical; and they have a work track record you can explore while interviewing.
A Harvard Business Review article The Case for Hiring Older Workers states, “When it comes to learning new things, there is just no age limit.”
Keep in mind…
This potential employee pool represents THE largest part of the buying market.
Because successful local business owners, as a collective, fall into an older age range, the ‘older’ seller may have a faster connection, more in common, and establish trust quicker.
Per the HBR article, older, more tenured people are more successful entrepreneurs. And we know at the heart of our successful sellers lies an entrepreneur.
Experience, put simply, gives an edge.
Here are 5 points to consider when looking to recruit this demographic:
- Clearly define the role. Will it be a hybrid work environment, flexible scheduling? If you’re looking at someone with significant media experience, does it make sense to tailor the position? If you’re confident they’ll be revenue producers based on their success in the past, are there any unique modifications you can make to entice them?
- Test. In my book, it doesn’t matter how much experience someone has or where they’ve come from. Test everyone.
- Provide an environment where they can thrive. They may need additional training in new technologies and will have questions. Make them feel safe and not embarrassed.
- Pair them with your digital star. Nothing will get them up-to-speed faster on new products. And the learning goes both ways. Each riffs off the other to create a collaboration and stronger overall team.
- Ask for their active participation in meetings if/when you hire. Their wealth of experience can bring a mature perspective from which everyone will benefit.
Second career folks have a lot to offer. Don’t let the date on a birth certificate stop you from bringing a valuable player onboard.