You hear it everyday. Businesses want to hire good people: loyal, mature, responsible, trustworthy, driven, creative. It would also be nice if the candidate had the stability and wherewithal to stay in the job for the long term. Sound like too much to ask? Well, it really isn't. Great candidates not only exist, they are also in ready supply. To find these people, all you have to do is put those ageist stereotypes aside and take a second look at today's over-50 workforce.

Despite their experience, older workers are often passed over in favor of candidates in their 20's and 30's. There are laws in place to protect workers over 40 against age discrimination, but ageism still happens. The reason? Employers are often looking for workers with "energy and drive" coupled with a long career horizon. Candidates over 50 suffer from the misperception that they are winding down their careers and aren't motivated to work hard. Hiring companies also question how long they'll stick around. They worry that an "experienced" employee won't stay more than a few years.

Reality check. Long term in 2007 means five or six years. That's well in the career horizon of your average 50 or even 60-year old. In a more stable phase of life, older workers aren't interested in career hopping. As a result, they are actually much more likely to stay in a job then their younger peers. And as for motivation, workers over 50 have plenty of incentive to perform. The psychological rewards associated with achievement do not dim when a person reaches 50. Take Madonna for example. She just turned 49. At last check she completed a world tour and signed a multi-million dollar record deal. Does it sound like she's winding down?

The complexities of life in the 21st century also give the over-50 workforce plenty of incentives to work hard. Financially and personally more stable than candidates in their 20's and 30's, older workers still have significant expenses to cover. They're still paying the mortgage and saving for retirement. Some may also have an elderly parent to support or need to pay a college tuition bill. And just like their younger colleagues, candidates over 50 need health coverage too.

So where can you find these golden candidates? Check out these job boards that specialize in the 50+ demographic: Retiredbrains.com, Retirementjobs.com, Seniorjobbank.com,Yourencore.com are some examples. You should also check out niche job boards and associations, such as the AARP and AICPA websites. Associations offer a variety of outreach opportunities that recruiters can leverage. Outplacement firms like Challenger Gray and Lee Hecht may also be a source for candidates who have been victims of a corporate downsizing.

So put the outdated stereotypes aside and update your sourcing strategy. In today's job economy, careers don't end at 50, 60, or even 65. There are thousands people out there over 50 who have been displaced from corporate jobs or who have retired but still want the income and psychological rewards associated with work. They want a job, you want proven performers. The benefits are clearly mutual.

Recruiters World Special Reports is a timely, in-depth news series that explores vital issues and trends affecting the human-capital industry. Published bi-monthly, Recruiters World Special Reports is presented and distributed exclusively through Recruiters World in Review. Visit the Special Reports archive to read previous articles. Watch for new articles as they appear on the Recruiters World home page.