Picking from the Baby Boomer Pool

Picking from the Baby Boomer Pool of Applicants

Even though members of the baby boomer generation are nearing traditional retirement age, many boomers are remaining in the workforce longer than previous generations for a variety of reasons.  AARP research indicates that approximately 40 percent of workers 50 and older either plan to keep working past the age of 65, or already are doing so. 

Employers who are looking for ways to recruit and retain qualified workers are well served by turning to the pool of baby boomer applicants to fulfill their hiring needs.  With a population 77 million strong, the baby boomer generation is one of the largest pools of prospective employees.  Apart from the sheer size of this population, there are many benefits associated with hiring baby boomers.  There are also a number of challenges associated with structuring jobs so that they are appealing to boomers.

Benefits of Hiring Mature Workers
Today’s employers are finding that baby boomers have many of the traits they consider most desirable in employees. In a recent AARP study, employers reported a number of benefits associated with the older members of their workforce including:   good attendance, punctuality, retention, interpersonal skills, customer service skills, eagerness to acquire new skills, and other positive traits. 

Roy Richards, founder and CEO of Middle Age Renewal Training Institute and author of A Midlife Challenge Wake Up, says, “Mature workers bring maturity, experience, and balance in the workplace.  Mature workers are vast resource for stability, maturity, and general knowledge.” 

Challenges of Hiring Baby Boomers
Employers who want to attract baby boomers need to understand the challenges faced by this particular segment of the population. It’s essential for managers to create strategies that recruit and retain boomers who are seeking employment opportunities. 

Even if your company is already working with boomer-generation employees, it’s worth giving some thought to actually retaining those workers. Keep in mind that employee retention is an important part of managing your workforce.  If a significant percentage of baby boomers choose to retire when they become eligible to do so, there is going to be an enormous gap in the labor market that employers everywhere will be scrambling to fill. 

Scheduling Flexibility
Even though people are choosing to work beyond the traditional retirement age, they don’t necessarily want to stay in traditional jobs.  According Richards, scheduling flexibility is a necessity for this segment of the workforce.  He explains, “Baby boomers want to go to work and enjoy what they are doing.  They don’t want to be stuck in a 40, 50, or 60 hour per week job at this stage of life.  Because of that, flexibility is key.”

Many mature workers want to enjoy a retirement lifestyle while still staying in the workforce. Others are coping with the struggle of juggling responsibilities including caring for elderly parents, raising a family, and working a full time job.   Employers who want to attract and retain baby boomers know the importance of flexible work hours and structuring the work day to meet an employee’s needs.

Many baby boomers are also drawn to part-time employment opportunities.  Part time jobs were once looked at as entry-level and temporary, but today’s baby boomers are seeking part-time employment to fit their lifestyle.

Marion Somers, PhD, and author of Elder Care Made Easier, recommends implementing flexible scheduling options such as telecommuting, flexible hours, and even split shifts when possible.  She states that such scheduling options can be a real benefit to the population of workers who find trouble balancing work and taking care of aging parents.

Somers also says that benefits programs in companies should complement the various generations employed at the company. She points out, “The same flexible spending accounts that allow workers to set aside pre-tax dollars for child care can often be used for elder care needs as well.”

Reaching Out to Baby Boomers
It is getting harder and harder for employers to find good people.  The companies who win the battle for recruiting and retaining the best workers are going to be those who adjust their hiring philosophies and practices to meet the demands of today’s workers. If you can’t find qualified people to fill your jobs as they are now structured, you are going to think about implementing changes that make your jobs appeal to the right kinds of candidates.

Recruiting older workers is a win-win situation from every angle.  As an employer, you will be able to bring employees to your workforce who have years of skills and experience. They will bring a unique perspective to your organization, which will have an impact on your current and future labor force.  Baby boomer employees who exhibit desirable traits can serve as role models for the younger employees in your organization by modeling desired behaviors and work ethic.

Making a conscious decision to actively recruit older workers is a sound business decision in today’s economy.  The skills and knowledge that mature workers bring with them can be an invaluable resource.  Go ahead – take a look at the jobs in your company and consider revising them to appeal to the growing pool of baby boomer applicants seeking flexible employment opportunities.

Sources:
aarp.com
hrms-netassets.net
rcpmag.com