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It is said often that America's young people are key to this nation's future.
That is true; that cannot be disputed. But in the proverbial big picture, America's young people are not immune to fair and honest evaluation -- and criticism, where necessary.
Over the long run, America will benefit from such evaluation and criticism.
With those thoughts in mind, it is apropos to reflect on Callum Borchers' "On the Clock" column that was published in the April 6 edition of the Wall Street Journal, under the headline "Older workers are in demand when bosses want work ethic."
Meanwhile, under that headline was the message "Tired of younger folk arriving late and scrolling social-media feeds, companies recruit seniors."
Like it or not, many young people are failing to comprehend the ramifications of not living up to employers' expectations and, worse, causing difficulties in some workplaces to the point where their employment must be terminated.
The most obvious front-line ramification, but the one many young people ignore or fail to acknowledge or comprehend, is the importance of being able to obtain a positive reference from a current or former employer when trying to move on to a new opportunity.
Specifically, do such words as "prompt," "dependable," "hard-working," "honest," "willingness to learn," "mature acceptance of criticism and guidance" apply to the person desiring a positive reference as he or she is attempting to move on to what is referred to commonly as a "new horizon?"
It is not to that person's best interests when a former or current employer is not willing to provide a positive reference.
These first two paragraphs of Borchers' column set the stage for the information he provided later: "Kip Conforti is hiring for a part-time position at one of two package shipping stations that he owns in Pennsylvania. He's filled such roles with high school and college students during two decades in business, but this time his top candidate is a man in his 70s.
"Mr. Conforti has grown weary of younger employees who, he says, arrive late for shifts, call out of work often and spend more time scrolling social media feeds than chatting with customers. About a year ago, he tried something different -- recruiting people who are more likely to carry AARP cards than the latest iPhone."
Conforti said "the learning curve is a bit longer, but once they get it, God, it's refreshing. I say, 'This is what we're doing today' and it gets done."
Besides noting that older workers are in demand at a growing number of companies at this time, Borchers points out specifically that people 55 and older are the fastest-growing segment of the workforce, according to federal data.
"Certain businesses are targeting seniors on the premise that age is an asset," Borchers wrote.
Young people -- America's future -- need to know that AARP since 2012 has asked companies to sign a pledge to give workers over 50 a fair shot in hiring. And, it is interesting to note AARP's report that commitments rose 122% in 2022, compared with 2021.
Young people need to think about that number when they feel tempted to arrive late for work, not show up, or otherwise waste time or ignore workplace expectations, to, in reality, the detriment of their employer's financial bottom line.
And, they need to recall that number anytime unacceptable job performance limits their future opportunities.