Recruiting Retirees: An Untapped Talent Pool to Target

shutterstock_189270674Finding the right mix of talent and professional experience for every position is not always a cinch, but it is possible to find someone who’s “been there, done that” if you consider reaching out to retirees. Before you think it’s a waste of time because the person has opted out of the workforce, consider this. A poll conducted by Reuters/Ipsos in 2014 found that 40 percent of retired people said they stopped working involuntarily, and 30 percent said they’d return to work if a job became available.

Today’s retirees are more likely to re-career, consult, or simply continue working after a short leave because they still have more to give. Their vast knowledge could be valuable to your organization, if you approach them with the right opportunities at the right time. And, if they’re old enough to have Medicare as their primary insurance coverage, it can be a cost savings to you as the employer.

Consider these factors if you’re thinking about sourcing talent who have a proven track record of success:

Their values might be different. Retirement aged workers who have a passion for what they do might jump at the chance to share their insights with an organization, but they most likely won’t want to commit to long working hours or a hectic travel schedule. What might invigorate them, though, are shorter-term projects, or the chance to collaborate, consult, and advise. Should you have a role that would benefit from someone who could bring a seasoned perspective, be willing to negotiate a lighter schedule if the right retiree comes along.

Don’t say goodbye for good. Before you host a retirement lunch for your long-standing employees, discuss the possibility of keeping them on as consultants or bringing them back for busier times of the year. This could eliminate the need to hire seasonal employees, or worrying about taking a chance on a new hire when a crunch time is approaching.

Be respectful of generational differences. If you’re seeking an older worker to bring wisdom to your team, be sure that they’ll fit into the workplace dynamic you have. It could be challenging for someone who’s older to take direction from a younger supervisor, for instance. Also, remember that they might have a different mindset or communication style than a younger staff might be used to.

By opening up your hiring criteria to include older workers, you just might find the perfect professional to help propel your company forward. Find out how to target the right workers for your open position – on-demand and performance based.

About Dawn Papandrea

Dawn Papandrea is a Staten Island, NY-based freelance writer specializing in careers, education, personal finance, and lifestyle topics. Follow her on Twitter: @DawnPapandrea.

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