Best Practices
Recruiting Mature Workers Retaining Mature Workers

Recruiting Mature Wokers:

Advertise Effectively

Include age diversity in your company’s hiring advertisements.
For example: Use phases such as “seeking maturity and dependability” and make sure to include diversity of age in images you use in your job and company advertisements.

Partner with/outreach to senior associations and agencies to post job advertisements.

Highlight aspects of the benefit package that will be attractive to mature workers.
For example: If your company offers flexible arrangements (time off to care for family members, flextime, telecommuting, or seasonal work opportunities), mention it in your ads.

Mention the intangibles of the job which may be of particularly importance to older workers. For example, if a job will be independent and flexible, mention it in the ad.

Advertise where the 50 and older population is known to view media most often.
For instance: Advertise in sections of newspapers, T.V. and radio segments that are known for having a high percentage of mature readership – such as the Travel, Business and Lifestyle sections.


Implement Age-Friendly Recruitment Strategies

Include mature workers as part of the recruitment team that is conducting outreach efforts and/or that are on the hiring team.

Educate your interviewing/HR staff about the benefits of hiring mature workers, about age discrimination laws, etc. so they are aware of how to recruit effectively.

Invite your own retirees back to the company and host retiree luncheons or business parties that include your retirees. Outreach tools to achieve this can include using targeted company newsletters, email or personal phone calls.

Include in your hiring plan efforts to outreach to your recently retired workers. Consider retirees as potential consultants, part-time workers, project-based employees, or as “on-call” project employees.


Retaining Mature Workers :


Assess Your Company and Your Workforce

Do an age profile survey of your own company to assess the age diversity of your workforce. This can help self-assess what percent of your agency is 50 and older.

Ask your employees! Conduct a survey of your employees that are 50-plus to ask what motivates them on the job. For example, find out if they are motivated by: a friendly work environment, ability to apply their expertise/experiences, staying engaged, having a flexible work schedule, health care benefits, pay, etc.

Conduct a study within your business to determine the timing and impact of retirements and to identify potential knowledge gaps to be filled. This helps with succession planning and staffing as it relates to retirements.

Take an age-friendly assessment of your company to gauge where your business is at and where you can improve upon. To take an assessment, take the Assessment Quiz on this website.


Provide Trainings and Learning Opportunities

Train staff about age-related biases, intergenerational workplace awareness issues, and make sure to include age topics in your diversity trainings.

Offer skills training to workers of all ages and include programs to your employees that may be particularly attractive to mature workers. For example, offer health topic seminars/trainings, and technology skill trainings.

Offer pre-retirement planning seminars/information training sessions, and consider making it a core part of trainings offered by your company. Examples of content for these types of seminars includes financial/tax planning, legal affairs and estate planning, attitude and role change issues, medical and long-term healthcare benefits, staying engaged by volunteering or working part-time or contracting, etc.

To review examples of consultants that may be able to provide such seminars, look at the Employer Resources link.

Provide opportunities for mature workers’ knowledge to be contributed to the company. For example, initiate mentoring programs or peer trainings that pairs up older and younger employees.


Flexible Workplace and Benefit Models

Consider offering alternative work arrangements. Examples include flextime, time off for family care giving, part-time options, job sharing, telecommuting, the option to work at more than one location during a year (i.e. companies that have sites around the country can offer employees the option to move within the company at their varying locations).

Offer phased retirement plans (this is a benefit plan that lets mature workers gradually reduce their work hours and not retire or leave abruptly from the agency). Make sure to check with your legal department to ensure that it does not conflict with your legal or company policies.

Consider re-designing career pathways in your company that may be attractive to older workers. For instance, some workers may prefer a lateral move or moves to positions within the company that results in a pay decrease as a solution to their desire to have more time outside of work or a new job challenge.

Consider providing health benefit packages that will include meeting mature workers’ needs. For instance, long-term healthcare insurance, eldercare coverage, “cafeteria” style plans, and prescription drug coverage.

Offer workplace accommodations. For example, offer accommodations for workstation equipment, computers, and phones.


Implement Management Strategies

Ensure that your management is age-neutral, and maintain awareness of generational differences in the workplace.

Train your management team about age-related prejudices, and develop initiatives to challenge the stereotypes of age that may exist in your company.

Offer meaningful work to all age groups, including mature workers who may be interested in learning new skills or taking on new project.

Is your company mature worker friendly?

The skills and knowledge of your older workers contribute directly to your bottom line. Keep this valuable experience working for you! Click below to take our quick quiz and see if your company has the practices in place to attract and retain experienced older workers.

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