said. “And in this time, it’s more difficult if households need more jobs [to get by]. It’s just very difficult for workers these days.” Jobless rates in North Bay counties remain more than 4.2%, the California Employment Development Department reported Jan. 9 in releasing its November figures. The income threat is accentuated by the rate of personal debt for Californians surging by almost 30% between 2013 and 2023 to $19,610 per person, according to a recently released study conducted by Debt Relief Karma analyzing Federal Reserve Bank data. Buckhorn cited some common misconceptions that tag seniors searching for jobs. For one, older workers are often associated with having lower energy than their demographic counterparts. Hiring managers will draw a line between what seniors can or cannot do, sometimes subconsciously, insiders say. While some perceptions are unjustified, several conclusions are based on historical perspectives. “You won’t find many 60-year-olds out at the construction site,” he said, adding, however, there are exceptions to the rule. Secondly, seniors have accumulated years of experience. With that comes a pay scale that reflects the experience that employers may not want to pay for, Buckhorn pointed out. In addition, older workers are at times labeled as not as computer literate, especially since millennials and Gen Zers came of age with computers at home and school. “If you didn’t grow up in the technology era, companies may not be set up to accommodate you (in training). There’s a huge disconnect that devalues a whole population able to do the work,” said Paul Dunaway, Sonoma County Human Services Adult and Aging division director. Dunaway views the assessment as a societal and cultural tendency. “It has nothing to do with [their] ability. It’s interest,” he said. “Our infrastructure for the workforce has not shifted to meet the needs for those returning to work.” Still, Dunaway noted that aging workers are challenging the long-held expectation that retirement must follow three decades of full-time employment. Now, there are different degrees of retirement, such as semi-retirement. “The standard Monday
Hence, they opt for the fun job. Liz Sheehan, a recruiter at Robert Half Hiring Agency, agreed. Sheehan has witnessed a whole crop of working seniors who have admitted they retired “too early” and “feel they have more to offer.” Part-time jobs make for an adequate compromise. “They still feel dynamic and miss being part of a team. They may be bored [in retirement],” she said. Sure, Sheehan said she’s aware that companies will often choose hiring young workers considered more vigorous on the job site. But experience and leadership account for much of a firm’s success over time. Together, those qualities make for a succession plan. The global staffing firm recently conducted a poll of 2,000 business leaders and found that 87% have a succession plan. Yet, 52% expressed difficulty in attracting outside leadership talent that can take the reins of a company. This means tenured leadership is still in demand — but it has not found its way to all the companies that need it. “When we take job orders in what employers need or want, I always tell them that we’ll send you the people with the strongest skillset and most experience,” Sheehan said. The most experienced of the job applicants offers a bonus in the office, too. These tenured staffers may serve as mentors to the younger set as well as new leaders to companies for those wanting full-time work. “Hiring managers are looking for people to take their place,” she said. Sonoma County continues to staff and manage a large arm of its Human Services Department designed to connect job applicants with suitable local employers. Sonoma County Job Link represents a one-stop entity where an applicant may attend workshops, develop skills, work in a computer lab and build resources to help them move onto the first or next chapter of their careers. The operation assists 150 to 300 clients/applicants a month. They consist of people from all walks of life and age groups, seniors included. This day and age, some wannabe workers may be looking for positions for 6, 8 or even 12 months in this seemingly competitive labor environment, job counselors note. This is why recruiters, counselors and advisers
through Friday is not there for everybody anymore. The job market has changed,” he said. One glaring reason leads to more seniors on the job hunt. “People need to have purpose. The things people would do in retirement might be something they’re passionate about at work,” he said.
support treating job applicants equally, no matter what age group they fall in. “Seniors are important and valued members of our workforce. This is why it’s important to treat the person as an individual. When we make an assessment, we ask what their goals are and what are their strengths,” said Charity Doronila, Sonoma
Paul Dunaway, Sonoma County Human Services Adult and Aging Division Director
North Bay Labor Council Executive Director Jack Buckhorn
24 NorthBaybiz
March | April 2026
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