The Business Case for Hiring Older Workers [infographic]

I’ve been to quite a few conferences lately and recruiting remains a top challenge for businesses. 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.

Let’s face it. We know that many older workers had to postpone retirement in the wake of the Great Recession. But as the economy gets stronger, and older workers are considering their options, not all workers are looking to retire. Many older workers have a passion for the job they do, like contributing to the organization, and enjoy the mental/physical challenge of work.

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

But the reason I’m writing about it here on this blog is because it does involve open, honest communication from everyone. It’s true that 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. 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, 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. Workers age 50+ are qualified workers. Conversations need to happen and jobs revisited, but it can be done. It could be the best thing that ever happened for the business and employees. If you’re not thinking about what work might look like during your unretirement, now might be the time to start.