What's Happening?
The Society for Human Resource Management (SHRM) has released findings emphasizing the value of the 65-and-over workforce, noting that only 7% of HR professionals have recruitment programs targeting this demographic. Despite the lack of formal programs,
HR professionals express openness to inclusive recruitment strategies, such as manager training to mitigate age biases and modifying job postings to attract older workers. The report suggests developing talent pipelines through partnerships with advocacy groups to connect with experienced professionals. These strategies aim to leverage the unique skills, loyalty, and perspectives that older workers bring to the workplace.
Why It's Important?
As the workforce ages, tapping into the potential of older workers becomes increasingly crucial for organizations seeking to maintain a competitive edge. Older workers offer specialized knowledge, high engagement levels, and foster age diversity, which can enhance organizational performance. Implementing age-inclusive practices can reduce turnover, improve mentorship programs, and increase industry knowledge, providing a clear return on investment. Organizations that prioritize these practices may benefit from a more diverse and experienced workforce, ultimately strengthening their talent pool.
What's Next?
Organizations may begin to allocate resources towards developing age-inclusive recruitment strategies, such as creating flexible work arrangements and collaborating with community organizations. These efforts could involve hosting job fairs and workshops aimed at older workers, as well as utilizing online resources to support HR professionals in reducing time-to-fill and attracting top talent. As awareness grows, more companies might adopt these practices to harness the full potential of the 65-and-over workforce.
