{"id":4162,"date":"2009-02-26T08:53:47","date_gmt":"2009-02-26T08:53:47","guid":{"rendered":"http:\/\/www.corporate-eye.com\/?p=4162"},"modified":"2021-01-07T11:59:50","modified_gmt":"2021-01-07T10:59:50","slug":"a-tale-of-two-stanleys","status":"publish","type":"post","link":"https:\/\/www.corporate-eye.com\/main\/a-tale-of-two-stanleys\/","title":{"rendered":"A Tale of Two Stanleys"},"content":{"rendered":"
\"AARP\"<\/a><\/div>\n

Going Gray<\/a> looked at some of the benefits and challenges associated with recruiting older workers. Recap:<\/strong> 50+ workers represent a cost-effective resource pool, but Careers messaging often ignores them. And as we saw with the comparison of Hewlett-Packard and Securian . . . youth bias can be quite subtle.<\/p>\n

To dive a little deeper, let\u2019s consider another pair of examples.\u00a0 Stanley Associates<\/em> is one of the companies included on Fortune\u2019s<\/em> 2008 list of 100 Best Companies to Work For<\/a>. And Stanley Consulting<\/em> is on the AARP\u2019s 2008 list of Best Employers for Workers Over 50<\/a>.<\/p>\n

Here\u2019s the Careers landing page for Stanley Associates<\/a>:<\/p>\n

\"stanley-associates\"<\/a><\/p>\n

And here\u2019s the landing page for Stanley Consulting<\/a>:<\/div>\n

\"Stanley<\/a><\/p>\n

Now. Pretend you\u2019re a 50-something job seeker, looking at each page for the first time. (And keep in mind that we tend to notice pictures first, then read text.)<\/div>\n

Which page makes you feel more welcome? The one with a gray-haired woman in the second row\u2014or the one that spotlights an age range from 3 to 30? (As for that group picture in the upper left of Stanley Associates . . . I\u2019ve zoomed it as far as it will go, and if there\u2019s anyone there over 39, I envy their youthful appearance!)<\/p>\n

The Stanley Consulting page reflects the company\u2019s interest in actively recruiting from the 50+ pool. Over-fifties comprise 34% of their workforce, and the average tenure of Stanley’s 50+ employees is just 5.74 years\u2014a very interesting figure, since it means that many of these employees have not aged into the over-fifty category, but were hired in maturity. Among the policies that attract over-fifties to Stanley Consulting: flextime, telecommuting, and phased retirement.<\/p>\n

In addition (according to the AARP profile), Stanley Consulting has an employee who is directly responsible for maintaining relationships with its current group of 144 retirees, and the company acknowledges retirees with regular communications, invitations to company events, and opportunities for temporary work assignments, consulting and contract work.\u00a0 As employees age, they have choices about their role with the company.<\/p>\n

Which brings us to an often-overlooked point. Even for companies where recruitment priorities skew away from older employees\u2014there is still much value to creating an age-inclusive message on the Careers site. It lets the visitor know that experience and maturity have value to the company. And that message will be meaningful to younger job-seekers (who might, after all, hope for a long career in the company!) as well as older ones.<\/p>\n

Finally, it\u2019s worth noticing that a majority of the companies on the AARP list are in the health care field, with insurance and financial services, education, and consulting also well represented. Retail appears to be almost absent\u2014but L.L. Bean<\/a> makes the list at #20, and their creative approach to age-inclusive messaging is worth a look:<\/p>\n

\"LL<\/a><\/p>\n

No faces on the page, either young or old. Just an iconic image that captures the company\u2019s branding perfectly, and invites job-seekers to lace up and join in!<\/div>\n","protected":false},"excerpt":{"rendered":"

Going Gray looked at some of the benefits and challenges associated with recruiting older workers. Recap: 50+ workers represent a cost-effective resource pool, but Careers messaging often ignores them. And as we saw with the comparison of Hewlett-Packard and Securian . . . youth bias can be quite subtle. To dive a little deeper, let\u2019s […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_lmt_disableupdate":"","_lmt_disable":"","_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[9,25],"tags":[1286,1285],"class_list":{"0":"post-4162","1":"post","2":"type-post","3":"status-publish","4":"format-standard","6":"category-best-practices","7":"category-careers","8":"tag-older-employees","9":"tag-recruiting","10":"entry"},"yoast_head":"\nA Tale of Two Stanleys - Corporate Eye<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.corporate-eye.com\/main\/a-tale-of-two-stanleys\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"A Tale of Two Stanleys - Corporate Eye\" \/>\n<meta property=\"og:description\" content=\"Going Gray looked at some of the benefits and challenges associated with recruiting older workers. 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