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• Avoid discouraging older applicants.
Don’t use terms like “digital native,”
“recent grads” or “college student” in your job advertisements or job descriptions. These terms are likely to dissuade older workers from applying.
Ultimately, your goal is to find the best individual for the position you’re trying to fill—age shouldn’t factor into it.
• Offer flexibility. Flexible hours, remote work, and job-sharing appeal to workers of all ages. These options may be attractive to older workers who spend winters in warmer climates, care for their grandchildren during school breaks, or want time to pursue other hobbies and personal obligations.
More experienced workers have a lot to offer. Instead of dismissing someone simply because of their age, take time to discover the skills and knowledge this person can offer. You’ll make your team more diverse, stronger and successful.
Sandra Wiley, Shareholder, President of Boomer Consulting, Inc., is a leader in the accounting profession with a passion for helping firms grow, adapt and thrive. She is regularly recognized by Accounting Today as one of the 100 Most Influential People in Accounting as a result of her expertise in leadership, management, collaboration, culture building, talent and training.
July 14: 2022 Mid-Year Individual Tax Update
For the tax practitioner who wants to update their knowledge of individual income taxation
July 15: 2022 Mid-Year Business Tax Update
This course will provide a comprehensive review of business issues for the 2021 tax year.
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