Well, it’s that time of year again. Time for the annual review of the job market and it’s never easy to find the right people for the roles you’re looking for. It seems that every year it gets a little harder. With the world going through a bit of a lull in terms of the Coronavirus, people are looking for ways to earn a living and the cost of living has dramatically increased. For most industries, the end of the year is traditionally quiet and it’s a chance to get things finished, paid for and maybe even to catch up on some much needed training or development. However, in the world of motorsport, this is probably the busiest time of the year. Teams are scrambling to get things done before the end of the year and with contracts due in the next few weeks, there’s plenty of pressure to get everything right. This is compounded by the fact that the world’s best drivers are mostly booked up for the rest of the year, leaving open spots for drivers that can deliver. This is where you as an employer come in. You want to make sure that you’re employing the right people to maximize your chances of delivering on time, on budget and within the tolerances set by the client. Let’s take a quick look at how old does Speedway Hire think you should be hiring and what roles you might want to avoid entirely if you’re looking to save money.
The Traditional 40-Something
If you’ve been following our blog for a while, you’ll know that we’ve covered this topic a few times now. Still, we get emails and messages from people all the time thanking us for the advice and asking for more. The truth is that there’s no easy answer to this question. It really depends on what you’re looking for and the industry you work in. Generally speaking though, it’s a good idea to start looking for experienced people in their 40s. Why? Well, in our experience it’s usually the people that have been around the longest who are also the most confident and capable of taking on new responsibilities and changes. Another key point is that it’s getting harder to find people who have the necessary talent and skill sets to be successful in these days of artificial intelligence, automated processes and digitization. If you can find someone who is capable and willing to learn, you’re sure to get a better return on your investment. Of course, there’s lots of risk involved in bringing on employees in their 40s and beyond. If they don’t measure up, it can be difficult to let them go. However, as long as you do your research and pick the right person for the job, you’re sure to get a good return on your investment.
The Rising 45-Year-Old
If you’ve been following our blog for a while, you’ll know that we’ve covered this topic a few times now. Still, we get emails and messages from people all the time thanking us for the advice and asking for more. The truth is that there’s no easy answer to this question. It really depends on what you’re looking for and the industry you work in. Generally speaking, it’s a good idea to start looking for experienced people in their 45s. Why? Well, in our experience it’s usually the people that have been around the longest who are also the most confident and capable of taking on new responsibilities and changes. Another key point is that it’s getting harder to find people who have the necessary talent and skill sets to be successful in these days of artificial intelligence, automated processes and digitization. If you can find someone who is capable and willing to learn, you’re sure to get a good return on your investment. Of course, there’s lots of risk involved in bringing on employees in their 45s and beyond. If they don’t measure up, it can be difficult to let them go. However, as long as you do your research and pick the right person for the job, you’re sure to get a good return on your investment.
The Experience 58-Year-Old
This one may come as a surprise. If you’ve been following our blog for a while, you’ll know that we’ve covered this topic a few times now. Still, we get emails and messages from people all the time thanking us for the advice and asking for more. The truth is that there’s no easy answer to this question. It really depends on what you’re looking for and the industry you work in. Generally speaking, it’s a good idea to start looking for experienced people in their 58s. Why? Well, in our experience it’s usually the people that have been around the longest who are also the most confident and capable of taking on new responsibilities and changes. Another key point is that it’s getting harder to find people who have the necessary talent and skill sets to be successful in these days of artificial intelligence, automated processes and digitization. If you can find someone who is capable and willing to learn, you’re sure to get a good return on your investment. Of course, there’s lots of risk involved in bringing on employees in their 58s and beyond. If they don’t measure up, it can be difficult to let them go. However, as long as you do your research and pick the right person for the job, you’re sure to get a good return on your investment.
The Rising 63-Year-Old
This one may come as a surprise. If you’ve been following our blog for a while, you’ll know that we’ve covered this topic a few times now. Still, we get emails and messages from people all the time thanking us for the advice and asking for more. The truth is that there’s no easy answer to this question. It really depends on what you’re looking for and the industry you work in. Generally speaking, it’s a good idea to start looking for experienced people in their 63s. Why? Well, in our experience it’s usually the people that have been around the longest who are also the most confident and capable of taking on new responsibilities and changes. Another key point is that it’s getting harder to find people who have the necessary talent and skill sets to be successful in these days of artificial intelligence, automated processes and digitization. If you can find someone who is capable and willing to learn, you’re sure to get a good return on your investment. Of course, there’s lots of risk involved in bringing on employees in their 63s and beyond. If they don’t measure up, it can be difficult to let them go. However, as long as you do your research and pick the right person for the job, you’re sure to get a good return on your investment.
The Rising 68-Year-Old
This one may come as a surprise. If you’ve been following our blog for a while, you’ll know that we’ve covered this topic a few times now. Still, we get emails and messages from people all the time thanking us for the advice and asking for more. The truth is that there’s no easy answer to this question. It really depends on what you’re looking for and the industry you work in. Generally speaking, it’s a good idea to start looking for experienced people in their 68s. Why? Well, in our experience it’s usually the people that have been around the longest who are also the most confident and capable of taking on new responsibilities and changes. Another key point is that it’s getting harder to find people who have the necessary talent and skill sets to be successful in these days of artificial intelligence, automated processes and digitization. If you can find someone who is capable and willing to learn, you’re sure to get a good return on your investment. Of course, there’s lots of risk involved in bringing on employees in their 68s and beyond. If they don’t measure up, it can be difficult to let them go. However, as long as you do your research and pick the right person for the job, you’re sure to get a good return on your investment.
The Traditional 70-Plus
If you’ve been following our blog for a while, you’ll know that we’ve covered this topic a few times now. Still, we get emails and messages from people all the time thanking us for the advice and asking for more. The truth is that there’s no easy answer to this question. It really depends on what you’re looking for and the industry you work in. Generally speaking, it’s a good idea to start looking for experienced people in their 70s. Why? Well, in our experience it’s usually the people that have been around the longest who are also the most confident and capable of taking on new responsibilities and changes. Another key point is that it’s getting harder to find people who have the necessary talent and skill sets to be successful in these days of artificial intelligence, automated processes and digitization. If you can find someone who is capable and willing to learn, you’re sure to get a good return on your investment. Of course, there’s lots of risk involved in bringing on employees in their 70s and beyond. If they don’t measure up, it can be difficult to let them go. However, as long as you do your research and pick the right person for the job, you’re sure to get a good return on your investment.