Hiring and Attracting Younger Employees

[Anonymous]

Anonymous wrote:

Anonymous wrote:I’m 56 and would absolutely love to be 36 and consider that young, or at least younger. You sound like you have some kind of problem or a chip on your shoulder. And what you are missing is that to the 36th and 38-year-old, you are OLD.

Old meaning this. The 36 year old with two kids thinking of a third died to child care, husband, life in general takes full advanced of remote three days a week, Flex Time so comes in early leaves early when in office two days a week. Can’t work one second OT or come in one second early and remote days same thing. all fine.

Trouble is I can’t mentor her, get her better trained, take on extra work properly to get her promoted up as a proper succession plan, other trouble the younger staff who report to her are in my office all the time so I am supervising and training them. I have done interviews new staff, staff lunch, regulator meetings without her all fine. But the old people who are crapping out soon is she the answer?

Guess what I saw her resume and this lady was a go getter from 21-29. My 38 year old guy same thing. Yet both thing they are the type of younger people we need. Guess what I want to hire both of them in their 22 year old version. Get a good 8 years of work out of then perhaps.

What do you think is going to happen to the 21 year olds by the time they reach 36? I'm sure you think it won't be your problem anymore by then, but I can assure you, they either will have found something better, or will be preparing for retirement too after working over a decade in your crappy organization. What has happened is people have realized these companies dont give a crap about people, so they dont see any reason to bend over backwards to devote a whole lifetime to them.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’m 56 and would absolutely love to be 36 and consider that young, or at least younger. You sound like you have some kind of problem or a chip on your shoulder. And what you are missing is that to the 36th and 38-year-old, you are OLD.

Old meaning this. The 36 year old with two kids thinking of a third died to child care, husband, life in general takes full advanced of remote three days a week, Flex Time so comes in early leaves early when in office two days a week. Can’t work one second OT or come in one second early and remote days same thing. all fine.

Trouble is I can’t mentor her, get her better trained, take on extra work properly to get her promoted up as a proper succession plan, other trouble the younger staff who report to her are in my office all the time so I am supervising and training them. I have done interviews new staff, staff lunch, regulator meetings without her all fine. But the old people who are crapping out soon is she the answer?

Guess what I saw her resume and this lady was a go getter from 21-29. My 38 year old guy same thing. Yet both thing they are the type of younger people we need. Guess what I want to hire both of them in their 22 year old version. Get a good 8 years of work out of then perhaps.

What do you think is going to happen to the 21 year olds by the time they reach 36? I'm sure you think it won't be your problem anymore by then, but I can assure you, they either will have found something better, or will be preparing for retirement too after working over a decade in your crappy organization. What has happened is people have realized these companies dont give a crap about people, so they dont see any reason to bend over backwards to devote a whole lifetime to them.

I want a 30-40 year commitment. All my “younger” staff past and present I am still involved their careers and mentor. I will meet for lunch, phone call, video chat, text, give recommendations and job leads.

And my old bosses keep in touch and help me in my career.

The middle aged 36 year old job hoppers are plain stupid. I had one of them last year quit after 9 months for a 20k pay increase some crap firm.

I told him dude I was going to promote you at year end then do another year or two I could promote again. At that point I know people could easily make a call get you 100k raise and perhaps lead to career making 200k to 300k a year more for life.

His high pay crap job govt contractor thing about to do layoffs. He basically said to me well I don’t trust you or company to do right thing so looking out myself.

[Anonymous]

Well unfortunately it's true. Companies don't care about you. You have to look out for yourself.

I'm no spring chicken. I'm 55, and learned that the hard way.

[Anonymous]

I definitely don't want to work for OP but given that I'm a 40 year old woman, he'd never hire me anyway!

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Yes. 38 is young and many people are starting families then. I'm 45 and want to retire at 55. I'm done working. I want to live, volunteer, enjoy the world. If we had more vacations and 35 hr workweeks,'I'd work longer but I'm exhausted.

+1 A lot of educated people have kids in their late 30s, early 40s. So, yes, her point is valid. She is "young" enough to still have kids.

What company these days don't offer some form of maternity leave? The kinds that are stingy and probably not a great place to work for.

I cringed reading OP's email as a 55 yr old woman. How clueless of you.

Because we have very very generous sick days per year that don’t expire. This particular women thinks we should give it day one. So nearly everyone gets it covered full pay. When hired she brought up maternity leave after a few weeks. I told her FMLA is one year, but she could do STD to cover 2/3rds and when she builds up sick days will cover rest.

I don’t know how having an older work force who may get sick, go on disability would enjoy working OT though cover new hires taking off months in end in first year

But does your company allow pregnant women to take sick days for maternity leave? That's the sticking point.

So, you are saying that you don't want to hire younger people in case they want to take leave to have kids, and the old foggies there don't want to have to cover for them?

But they are ok for younger people to cover for them if those old people need to take a lot of sick leave because of old age issues?

Who the heck do you think is going to pay into the social security program so you can collect it when you retire?

-54 yr old woman

Yep you can take whole time off with full pay using sick days if you have them and stay on insurance just like at work if you have the days. The old people literally take zero sick days. They seem to always come in. My point was a 64 working a ton of OT to cover a 34 year old all the time is not fair. There is no paternity leave so that same man when he had kids was at work. Those older guys are already covering a lot as folks run out door drop off and pick up and when other people kids sick. They get dumped on a lot. If they had some young staff 22-29 would give them a break.

Then I guess your company will remain full of just old people. Health insurance for your company must be expensive.

[Anonymous]

OP is trolling as a local Asian mid level manager.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’m 56 and would absolutely love to be 36 and consider that young, or at least younger. You sound like you have some kind of problem or a chip on your shoulder. And what you are missing is that to the 36th and 38-year-old, you are OLD.

Old meaning this. The 36 year old with two kids thinking of a third died to child care, husband, life in general takes full advanced of remote three days a week, Flex Time so comes in early leaves early when in office two days a week. Can’t work one second OT or come in one second early and remote days same thing. all fine.

Trouble is I can’t mentor her, get her better trained, take on extra work properly to get her promoted up as a proper succession plan, other trouble the younger staff who report to her are in my office all the time so I am supervising and training them. I have done interviews new staff, staff lunch, regulator meetings without her all fine. But the old people who are crapping out soon is she the answer?

Guess what I saw her resume and this lady was a go getter from 21-29. My 38 year old guy same thing. Yet both thing they are the type of younger people we need. Guess what I want to hire both of them in their 22 year old version. Get a good 8 years of work out of then perhaps.

What do you think is going to happen to the 21 year olds by the time they reach 36? I'm sure you think it won't be your problem anymore by then, but I can assure you, they either will have found something better, or will be preparing for retirement too after working over a decade in your crappy organization. What has happened is people have realized these companies dont give a crap about people, so they dont see any reason to bend over backwards to devote a whole lifetime to them.

I want a 30-40 year commitment. All my “younger” staff past and present I am still involved their careers and mentor. I will meet for lunch, phone call, video chat, text, give recommendations and job leads.

And my old bosses keep in touch and help me in my career.

The middle aged 36 year old job hoppers are plain stupid. I had one of them last year quit after 9 months for a 20k pay increase some crap firm.

I told him dude I was going to promote you at year end then do another year or two I could promote again. At that point I know people could easily make a call get you 100k raise and perhaps lead to career making 200k to 300k a year more for life.

His high pay crap job govt contractor thing about to do layoffs. He basically said to me well I don’t trust you or company to do right thing so looking out myself.

Offer a 30-40 year contract and you’ll get this. ROTFLMAO.

Maybe start with modern parental leave to start.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’m 56 and would absolutely love to be 36 and consider that young, or at least younger. You sound like you have some kind of problem or a chip on your shoulder. And what you are missing is that to the 36th and 38-year-old, you are OLD.

Old meaning this. The 36 year old with two kids thinking of a third died to child care, husband, life in general takes full advanced of remote three days a week, Flex Time so comes in early leaves early when in office two days a week. Can’t work one second OT or come in one second early and remote days same thing. all fine.

Trouble is I can’t mentor her, get her better trained, take on extra work properly to get her promoted up as a proper succession plan, other trouble the younger staff who report to her are in my office all the time so I am supervising and training them. I have done interviews new staff, staff lunch, regulator meetings without her all fine. But the old people who are crapping out soon is she the answer?

Guess what I saw her resume and this lady was a go getter from 21-29. My 38 year old guy same thing. Yet both thing they are the type of younger people we need. Guess what I want to hire both of them in their 22 year old version. Get a good 8 years of work out of then perhaps.

What do you think is going to happen to the 21 year olds by the time they reach 36? I'm sure you think it won't be your problem anymore by then, but I can assure you, they either will have found something better, or will be preparing for retirement too after working over a decade in your crappy organization. What has happened is people have realized these companies dont give a crap about people, so they dont see any reason to bend over backwards to devote a whole lifetime to them.

I want a 30-40 year commitment. All my “younger” staff past and present I am still involved their careers and mentor. I will meet for lunch, phone call, video chat, text, give recommendations and job leads.

And my old bosses keep in touch and help me in my career.

The middle aged 36 year old job hoppers are plain stupid. I had one of them last year quit after 9 months for a 20k pay increase some crap firm.

I told him dude I was going to promote you at year end then do another year or two I could promote again. At that point I know people could easily make a call get you 100k raise and perhaps lead to career making 200k to 300k a year more for life.

His high pay crap job govt contractor thing about to do layoffs. He basically said to me well I don’t trust you or company to do right thing so looking out myself.

I'm sure your company is a great employer who actually follows through with what you say just like it was the 1950s. However, I got snowed, used up and restructured/private equitied by three different companies when I was younger. It is interesting to see a lot of kids adopting the attitude bolded above so early in their careers. It took me until my 40s to realize that truth.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’m 56 and would absolutely love to be 36 and consider that young, or at least younger. You sound like you have some kind of problem or a chip on your shoulder. And what you are missing is that to the 36th and 38-year-old, you are OLD.

Old meaning this. The 36 year old with two kids thinking of a third died to child care, husband, life in general takes full advanced of remote three days a week, Flex Time so comes in early leaves early when in office two days a week. Can’t work one second OT or come in one second early and remote days same thing. all fine.

Trouble is I can’t mentor her, get her better trained, take on extra work properly to get her promoted up as a proper succession plan, other trouble the younger staff who report to her are in my office all the time so I am supervising and training them. I have done interviews new staff, staff lunch, regulator meetings without her all fine. But the old people who are crapping out soon is she the answer?

Guess what I saw her resume and this lady was a go getter from 21-29. My 38 year old guy same thing. Yet both thing they are the type of younger people we need. Guess what I want to hire both of them in their 22 year old version. Get a good 8 years of work out of then perhaps.

What do you think is going to happen to the 21 year olds by the time they reach 36? I'm sure you think it won't be your problem anymore by then, but I can assure you, they either will have found something better, or will be preparing for retirement too after working over a decade in your crappy organization. What has happened is people have realized these companies dont give a crap about people, so they dont see any reason to bend over backwards to devote a whole lifetime to them.

I want a 30-40 year commitment. All my “younger” staff past and present I am still involved their careers and mentor. I will meet for lunch, phone call, video chat, text, give recommendations and job leads.

And my old bosses keep in touch and help me in my career.

The middle aged 36 year old job hoppers are plain stupid. I had one of them last year quit after 9 months for a 20k pay increase some crap firm.

I told him dude I was going to promote you at year end then do another year or two I could promote again. At that point I know people could easily make a call get you 100k raise and perhaps lead to career making 200k to 300k a year more for life.

His high pay crap job govt contractor thing about to do layoffs. He basically said to me well I don’t trust you or company to do right thing so looking out myself.

I'm sure your company is a great employer who actually follows through with what you say just like it was the 1950s. However, I got snowed, used up and restructured/private equitied by three different companies when I was younger. It is interesting to see a lot of kids adopting the attitude bolded above so early in their careers. It took me until my 40s to realize that truth.

We have the largest amount of boomerang employees I ever heard of. I say 1/3 of management left and came back. Also in history of company never a lay off. It is a job for life. Nicest company I ever work for.

However, hard to move up if people don’t quit. I mean one person just made manager after a 20 year wait from staff. Hence the boomerang. They go elsewhere for 5-15 years and when boss finally retires they come back.

I was suprised the guy last year and a year before new hires I hired literally both blew up the bridge, burnt down the city on way out the door. It was their middle age distrust. One was 36 and other 49. The 21 year old new hire trusts and wants to learn. The 60 year old new hire happy to have a job that is stable.

But a disillusioned 36 year old with kids who has bad experiences prior job, unsupportive spouse, sick parents to deal with is not young.

Hence at our BBQs, happy hours, baseball games fun stuff a lot of staff under 34 with no kids and people over 54 with no young kids to run home too. The middle is useless and ironic the lady and guy thinks we need to attract more of that. No we need younger. Gen Z starts 1997 and I am a boomer. By time my retirement comes Gen Z will be old enough to take my job, the millennials and genx x won’t be around anymore in 2030. Too fragile. I love Gen Z. I had 40 of them my last job. For instance I was up late Sunday night around 1 am and slacked one. She slacked back we did our crap quick, she was laughing and slacked me 3 am next week. Funny i woke up to take piss and answered. She was laughing. Later at W hotel I met up my young staff and we partied hard to four AM in NYC at an offsite.

So much energy. I learned 10x what I thought them, my broken down 36-45 year old staff are sad. They log off at 4 pm and are most antisocial people in world. They even look like they hate each other and logging on is a punishment.

Paternity leave or maternity leave, my last job we had in my dept four people over 55 and 50 people under 29. The energy was amazing, I say average age was amazing.

The women when I said I wanted younger at 36 she thought she was young but my staff some had 45 year old moms. She was to then almost as old as their mom.

But in her head she is young

[Anonymous]

A poll of recent college hires had majority state people born in 1990s are old.

Class of 2021-2025 are nearly all born in 2000’s.

1990s babies to them are mid career older workers.

1980s born people aged 36-45 to a new hire out of school born 2023 are as old as dirt to them.

My two staff born in 1980s calling them self young being married, with kids, aging parents comparing themself to a 21 year old new hire born 2004 is crazy.

My company some jobs only require a HS degree and we have some kids class of 2025 HS now. They are born 2007.

I have a guy who works for me born 1987 who brought up paternity leave would be good to attract younger people like him. Dude you are 20 years older than the younger people,

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’m 56 and would absolutely love to be 36 and consider that young, or at least younger. You sound like you have some kind of problem or a chip on your shoulder. And what you are missing is that to the 36th and 38-year-old, you are OLD.

Old meaning this. The 36 year old with two kids thinking of a third died to child care, husband, life in general takes full advanced of remote three days a week, Flex Time so comes in early leaves early when in office two days a week. Can’t work one second OT or come in one second early and remote days same thing. all fine.

Trouble is I can’t mentor her, get her better trained, take on extra work properly to get her promoted up as a proper succession plan, other trouble the younger staff who report to her are in my office all the time so I am supervising and training them. I have done interviews new staff, staff lunch, regulator meetings without her all fine. But the old people who are crapping out soon is she the answer?

Guess what I saw her resume and this lady was a go getter from 21-29. My 38 year old guy same thing. Yet both thing they are the type of younger people we need. Guess what I want to hire both of them in their 22 year old version. Get a good 8 years of work out of then perhaps.

What do you think is going to happen to the 21 year olds by the time they reach 36? I'm sure you think it won't be your problem anymore by then, but I can assure you, they either will have found something better, or will be preparing for retirement too after working over a decade in your crappy organization. What has happened is people have realized these companies dont give a crap about people, so they dont see any reason to bend over backwards to devote a whole lifetime to them.

I want a 30-40 year commitment. All my “younger” staff past and present I am still involved their careers and mentor. I will meet for lunch, phone call, video chat, text, give recommendations and job leads.

And my old bosses keep in touch and help me in my career.

The middle aged 36 year old job hoppers are plain stupid. I had one of them last year quit after 9 months for a 20k pay increase some crap firm.

I told him dude I was going to promote you at year end then do another year or two I could promote again. At that point I know people could easily make a call get you 100k raise and perhaps lead to career making 200k to 300k a year more for life.

His high pay crap job govt contractor thing about to do layoffs. He basically said to me well I don’t trust you or company to do right thing so looking out myself.

If you want that long of a commitment then you need to offer good benefits that attract young people but also retains them. Many younger workers value flexibility over money these days. Maternity/paternity leave falls into that category.

[Anonymous]

Anonymous wrote:OP is trolling as a local Asian mid level manager.

And a low IQ one at that.

[Anonymous]

My dude, the 20 somethings you are partying with think you’re weird and creepy. They tolerate you so you will pick up the tab. It’s hilarious you think they will stay for 30-40 years.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’m 56 and would absolutely love to be 36 and consider that young, or at least younger. You sound like you have some kind of problem or a chip on your shoulder. And what you are missing is that to the 36th and 38-year-old, you are OLD.

Old meaning this. The 36 year old with two kids thinking of a third died to child care, husband, life in general takes full advanced of remote three days a week, Flex Time so comes in early leaves early when in office two days a week. Can’t work one second OT or come in one second early and remote days same thing. all fine.

Trouble is I can’t mentor her, get her better trained, take on extra work properly to get her promoted up as a proper succession plan, other trouble the younger staff who report to her are in my office all the time so I am supervising and training them. I have done interviews new staff, staff lunch, regulator meetings without her all fine. But the old people who are crapping out soon is she the answer?

Guess what I saw her resume and this lady was a go getter from 21-29. My 38 year old guy same thing. Yet both thing they are the type of younger people we need. Guess what I want to hire both of them in their 22 year old version. Get a good 8 years of work out of then perhaps.

What do you think is going to happen to the 21 year olds by the time they reach 36? I'm sure you think it won't be your problem anymore by then, but I can assure you, they either will have found something better, or will be preparing for retirement too after working over a decade in your crappy organization. What has happened is people have realized these companies dont give a crap about people, so they dont see any reason to bend over backwards to devote a whole lifetime to them.

I want a 30-40 year commitment. All my “younger” staff past and present I am still involved their careers and mentor. I will meet for lunch, phone call, video chat, text, give recommendations and job leads.

And my old bosses keep in touch and help me in my career.

The middle aged 36 year old job hoppers are plain stupid. I had one of them last year quit after 9 months for a 20k pay increase some crap firm.

I told him dude I was going to promote you at year end then do another year or two I could promote again. At that point I know people could easily make a call get you 100k raise and perhaps lead to career making 200k to 300k a year more for life.

His high pay crap job govt contractor thing about to do layoffs. He basically said to me well I don’t trust you or company to do right thing so looking out myself.

Never had a boss who helped me in career progression so gotta take matters into my own hands!

[Anonymous]

Anonymous wrote:OP is trolling as a local Asian mid level manager.

Fellow Asian feels offended