That was 15 years ago, when Sam and I both had naturally darker hair, better vision, a brisker pace. “You could never do that today,” an industry insider commented to me recently when I retold the story.

Changing careers is not an easy task for middle-aged professionals.

When I ask industry executives to list their biggest challenges, one answer I hear often is that it's difficult to recruit young people into the industry. There has been a tremendous push by associations to engage college students, to educate them about insurance, to offer internships—all in the hope of preparing future leaders.

These are clearly worthwhile efforts.

But if you're as old as I am, you personally know middle-aged folks who unlike Sam didn't willingly seek a career change and land a lucrative position. Instead, these good, dedicated workers—many from financial firms outside the insurance industry—have lost their jobs in a crumbling economy. Why not give them a shot at the same positions you're so eagerly willing to offer to younger applicants?

To some readers, this will seem plain silly. “We'd have to pay them more. They won't accept entry-level wages. They're too old. I want someone who's going to be here 20 years from now. They don't know the intricacies of insurance underwriting, selling, accounting, portfolio management.”

Consider these counterarguments.

This may be a golden opportunity to hire someone with a proven track record in business, who can adapt quickly to a new environment.

Many unemployed professionals need to find second careers after the industry they worked in previously collapsed around them. With 20-plus working years before retiring, they may indeed accept lower salaries with the hope of learning your business.

Whether you're looking to fill the front or back office, they will likely come to your door with resumés that demonstrate staying power. They're not going to jump ship as soon as they're a little bored or overworked.

Many will have transferable business skills in administration, financial reporting, maintaining budgets, valuing businesses and investments, research, communication skills, and creating computer spreadsheets ranging from simple to intricate.

They may not know our particular technology or lingo, but let's face it, we're not as special as we make ourselves out to be. We learned this stuff. They're motivated and dedicated. They'll learn quickly.

Career changers rock! Sam is living proof.

Susanne Sclafane

Managing Editor