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Some of my experience on hiring "older" engineers (I currently have over 10 years experience in software eng/dev): 1. They have a family with responsibilities,
by buckbova 13y ago
Some of my experience on hiring "older" engineers (I currently have over 10 years experience in software eng/dev):
1. They have a family with responsibilities, sick kids, and dance recitals, etc.
The bad:
Leads to, less professional growth outside of work, more personal days, more sick days, more personal phone calls during work.
The good:
Once comfortable, they rarely leave the job unless forced out.
2. They attempt to solve every problem with the same set of solutions. Few attempt to find new technologies or try different things.
The bad:
The implementation may not be the best one available that will set up the business for future success.
The good:
Solutions are generally predictable.
3. Lack of motivation to prove themselves.
The bad:
The project deadlines are just met. They do just what's asked of them and not more.
The good:
Deadlines are met. They don't try to tackle mroe than they are capable of by expanding the problem domain.
- gregrata 13y ago20+ years here. While I'm sure there are some 40-something's that are like the above, I don't know of many - most people I work with are 35-45, are very hard working, innovative, highly motivated, always learning new things, and work a lot. Lots of younger people I work with party a lot (and are hung over lots), distracted constantly, aren't at all loyal, are constantly distracted by the shiny new toys, and super arrogant (and YES, I am purposely using a bad stereotype, just like a lot of the posts here are in the other direction. One thing experience has taught me is to NOT stereotype based on meaningless things like sex, race, or age - look at what someone can do - passion, drive creativity, intelligence, etc. If you base your decisions on foolish stereotypes, in either direction, you are just limiting yourself and your company)