Interns can be any age. In fact, bringing in more seasoned interns can give your business the benefit of the candidate's vast experience while the intern develops new skills or business experience.
New York, NY (PRWEB) March 24, 2009
A recent report of Nielsen Online, a service of research giant The Nielsen Company, found that the 65-year-old+ age group was the fastest growing in the career development category. Within this demographic slice there was a 20 percent increase of visitors to job sites, growing from 2.5 million unique visitors in January 2008 to 3.6 million in January 2009, indicating that mature workers are looking for new opportunities. Some are even taking internships to overcome the stigma of being "overqualified" or to build new business skills.
This represents a key opportunity for businesses that need experienced, successful candidates to fill their talent pipelines, noted Robert Graber, CEO of WallStJobs.com. Companies that have or are considering intern programs shouldn't limit them to the college set.
"Smart companies will look at these statistics and see opportunity," says Graber. "Interns can be any age. In fact, bringing in more seasoned interns can give your business the benefit of the candidate's vast experience while the intern develops new skills or business experience."
Graber says hiring workers that are 65 and over also adds more diversity to the company's workforce. This does a few important things: First, it builds a stronger internal ability for the company to communicate across generations, both internally and externally. It also adds some perspective from that demographic segment, which can be applied to sales, marketing, product development and other activities. Plus, says Graber, companies get the benefit of insight and experiences honed over a longer period of time in business.
WallStJobs.com is the premier recruiting source exclusively for financial service professionals and is a member of the Jobosaurus family of uniquely specialized recruiting sites.
This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.