When trying to find a job, seniors often run into a persistent barrier. Unfortunately, many companies still shy away from hiring older candidates. In order to prove that age is just a number, RGF Connect - Unique Seniors helps seniors across Germany – including retirees – to overcome prejudices and rejoin the labor market. For example, meet Michael Kniß (69).

As Michael reached retirement age, he realized sitting at home wasn’t his thing. “Sure, I had hobbies and interests. But I felt like I wasn’t needed anymore, in a sense. So I started looking for a new job, which was very frustrating at times”, he says. “I am still fit, ready to work and I feel young. Yet, most companies don’t even give me a chance when they read my resume and notice my age.”

Not one to throw in the towel, Michael continued his search and eventually heard about RGF Connect - Unique Seniors from his son, Kevin. “When I read about the program, it immediately piqued my interest. Knowing my resume, my son asked me if I was interested in working for Unique as a consultant myself. I thought that was a great idea! So I applied, had my first job interview and the rest is history.”

Breaking down prejudice

According to Tobias Bell, Department Head and Advisor at Unique Seniors, one common obstacle is that many organizations are not used to offering the kind of flexible, part-time positions seniors are interested in. “But I think the biggest issue is that companies may simply think hiring an older person is too risky. Whereas employing seniors is not a real risk – it’s a perceived risk.”

This perception is driven by prejudices. “People assume that seniors aren’t productive enough, or that they still use a typewriter. Yet, the opposite is true.” Michael agrees: “Perhaps the biggest bias that seniors face, is that they aren’t tech-savvy enough. That isn’t true. In my three months as a consultant for Unique Seniors, I spoke to over eight hundred candidates and all of them were able to easily find us via online services. For most of them, the basic use of computers or smartphones isn’t a problem at all. Of course, seniors need some time and support to start in a new role and get used to new programs. But don’t we all?”

Experience, reliability and soft skills

What is often overlooked, is the added value that many seniors bring along. “With forty to fifty years of working experience under their belt, seniors offer a lot of experience and professionalism”, Michael explains. “They’ve worked at different companies, worked multiple jobs, under multiple bosses and often possess very specific knowledge. They’re often the ones to remain calm in stressful situations and tend to be more relaxed overall. And no offense to younger people, but seniors are often more reliable, less likely to call in sick, and they are the most loyal employees a company could ask for. Most retirees are settled in life, with fewer family obligations, and are less likely to change jobs every year or so. So to cut a long story short: they are worth investing in!"

From a company’s perspective, having mixed teams pays off. Michael: “I’m a hundred percent sure that young employees can learn from seniors, and vice versa. I’ve experienced it myself; I’ve learned so many things from my younger colleagues at Unique Seniors.” Tobias points out that creating such mixed teams was an important part of the plan. “We made a conscious decision not to set up separate offices for Unique Seniors, but to let their consultants work from shared offices with colleagues from other Unique labels.”

The perfect match

At the same time, Michael is also an example of someone whose age and experience add real value. As a senior himself, it’s easier for him to identify with and support applicants. “As soon as I mention my own age, the whole conversation gets easier”, Michael says. “The tension disappears, candidates get more talkative and we understand each other’s feelings. That allows me to find out what their needs, dreams and thoughts are. Then, when I try to find the right job for them, I know exactly what to look for. It’s all about finding the perfect match between senior and client.”

Tobias is happy about the initiative’s results so far: “By employing retirees as consultants, it has become a lot easier to engage with applicants and help them find a suitable job. And we’re getting more and more companies to consider the benefits of hiring seniors. By September 2024, we had already placed over 50 participants with almost 40 different clients.”

Preventing loneliness

What are the most common reasons for seniors to start looking for work again? Tobias points out that for a considerable group of people, the added income is not a luxury. “About five million German seniors have to make a living with an income of only 1,000 euros per month.”, However, there are also many participants for whom getting back to work isn’t just about earning money or the job itself. Michael: “As you retire and grow older, your circle of friends and acquaintances gets smaller. So for many applicants, working is also a way of boosting their social life. They want to feel useful. Instead of sitting at home all by themselves, work offers an environment in which they are surrounded by colleagues and make new friends. It’s amazing to see how the RGF Connect - Unique Seniors program can have such a significant impact on someone’s life.”

Getting ahead of the curve

Thanks to the efforts of RGF Connect - Unique Seniors, a growing number of companies are overcoming any prejudice or reservations they may have had. And these companies will prove to be trendsetters, Tobias thinks. “The group of retirees is rapidly growing in Germany. Over seven million people will reach the retirement age in the next few years. So sooner or later, companies will have no choice but to hire seniors. One of the reasons for initiating this program, was that we want to help prepare companies and seniors for this development. We want to get to the point where seniors are fully accepted in the labor market.”