In yesterday’s PromoPro Daily, we talked about the importance of hiring recent college grads — those high-potential pros just starting out. Today, we’re focusing on the other end of the talent spectrum: experienced older workers. Whether you’re looking for a sales leader, project manager or some other role, these professionals can bring hard-earned wisdom and reliability to your team.
A post on the PeopleScout blog says that many older workers are interested in roles that look different from earlier in their careers. They may want to change how, when and where they work, which might mean changing to part-time work or moving to a different role altogether.
In this issue of PromoPro Daily, we share ideas from the PeopleScout post on how you can retain your team’s older workers or entice them back to the workplace.
Combat ageism. The PeopleScout blog says 62% of hiring managers admit they are skeptical about hiring retirees. It’s no wonder, then, that 74% of older adults feel judged by co-workers because of their age. When you want to hire and retain older workers, it’s vital to create a sense of inclusion and belonging. Ensure ageism is addressed in your training materials. The PeopleScout post says this can help employees of all ages feel more engaged.
Provide more flexibility. Boomers may continue to work after retirement age, the post says, but that doesn’t mean they’re seeking the same kind of career. They may not want to continue working full time after they hit 65 and they may not want to take on high-pressure responsibilities. They also might not want to return to the office, with 53% preferring a remote position.
Offer training and mentoring. Older employees, especially those who have returned to work from retirement, value opportunities to learn and develop new skills, according to the PeopleScout post. To appeal to this group of workers, try offering coaching opportunities or training on new technology. You could also offer reverse-mentoring programs. These involve junior staff members mentoring more experienced professionals.
All those expert promo pros who helped build the industry? Don’t let their knowledge and expertise go to waste. Consider how you can create opportunities for them on your team. With an intentional approach, you can make sure every generation of talent is valued and supported.
Compiled by Audrey Sellers
Source: A blog post from PeopleScout, a global leader in workforce solutions.
