Redesigning Retirement | Harvard Business Review

Talent Acquisition
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Many organizations continue to struggle to find workers to meet organizational talent needs. However, there is a massive group of ‘hidden workers’—those with the desire and skills to make invaluable contributions to organizations— that often get overlooked for work opportunities. This new HBR article addresses one of those segments: older workers. It notes that many older individuals are willing to continue working, with nearly 60% receptive to working during the traditional retirement age. However, to tap into this talent pool, many employers must first dispel misconceptions about older workers that often prevent them from being hired, such as “older people don’t learn as fast or struggle with new technology.” The article shares various strategies to tap into this talent pool, including phased retirement programs, refresher courses, and recruitment through retiree networks. As a bonus resource, I am resharing this 17-page paper by the Burning Glass Institute and AARP, A Playbook for the Inclusive Hiring of Later-Career Workers. It addresses solutions to current recruiting and screening practices that often disadvantage older workers, including age-biased language in job descriptions, such as ‘digital native,’ ‘recent graduate, or ‘maximum years of experience,’ which can exclude many qualified older workers from consideration.