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The Business Case for Hiring 50+ Workers [infographic] – Friday Distraction

I’ve been to quite a few conferences lately and recruiting remains a top challenge. So, I think we’ve moved past the point where we need to convince people that recruiting is difficult. It seems to be a given that finding qualified talent is tough.

Organizations everywhere are looking for qualified workers.

If you’re not aware, the Society for Human Resource Management (SHRM) has partnered with AARP to help organizations understand the value of recruiting, engaging, and retaining older workers. At this year’s SHRM Talent Management Conference, we learned about a report titled “A Business Case for Workers Age 50+: A Look at the Value of Experience”. In addition to the report, AARP produced this infographic.

SHRM, AARP, older workers, recruiting, hiring, energize

We know that many older workers had to postpone retirement in the wake of the Great Recession. But as the economy gets stronger, not all workers are looking to retire. Many older workers feel passionate about the job they do, enjoy contributing to the organization, and like the mental/physical challenge of work.

This is an opportunity for HR and hiring managers who are looking for talent.

But it does involve open, honest communication from everyone. Organizations need to create cultures where having open dialogue about retirement is acceptable. Workers do not want to think that mentioning retirement means the clock is ticking on their departure.

Managers need training on how to discuss options with employees. They have the ability to redesign jobs. But the only way they can do that is by 1) knowing an older worker is interested in a job redesign – maybe to part-time or flexible hours and 2) having enough time to work with HR and senior management to properly make the change.

Finally, older workers have to communicate as well. If the company is willing to work with them, are there ways they can work with the company? Maybe in terms of assisting with job design, hours, pay, benefits, etc.

My point is this – companies want qualified workers. 50+ workers are qualified workers. Yes, it’s possible that conversations need to happen and jobs revisited. But it can be done. And it could be the best thing that ever happened to the business and employees. If you’re not tapping into this group for talent, it might be time.

P.S. If you want to learn more about “Building an Age Diverse Workforce: SHRM and AARP Insights”, check out this webinar being held on June 5 at 2p Eastern. The webinar will focus on best practices for attracting, hiring and retaining workers age 50+ to develop an age-diverse workforce at your organization. And if your schedule doesn’t permit, sign up anyway so you can get the archive. Viewing the entire presentation, either as a live event or archived, counts for one SHRM Professional Development Credit (PDC) for recertifying the SHRM-CPSM and SHRM-SCPSM credentials. This presentation has also been pre-approved for one credit hour toward PHR/SPHR/GPHR General recertification.

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About Mildred Blankson

I am a Human Resource Professional with a Masters Degree in Human Resource Management. I have several years of experience in Human Resources and i hope this blog will be a great resource in helping you find the perfect job or candidate that you seek.

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