How is your organisation embracing generational diversity?

Despite increased awareness and numerous legislative protections, ageism remains an often undiscussed problem for multinational corporations. In fact, more than one-third of workers globally consider ageism to be one of their biggest career challenges. That’s according to research from ManpowerGroup Solutions, the world’s largest Recruitment Process Outsourcing (RPO) provider.

As the war for talent intensifies, organisations that want to maintain competitive advantage must embrace generational diversity. It’s not just the right thing to do – it makes clear business sense.

One talent pool that’s often underutilised is Boomerang Workers – retirees who later return to the workplace. Whether motivated by financial needs or a desire to be intellectually stimulated, more retirees are returning to work than ever before. However, many organisations don’t have strategies in place for cultivating this large and highly skilled talent pool.

From providing unique skillsets to meeting just-in-time staffing needs of companies, Boomerang Workers are an economical, loyal and dedicated pool of talent that organisations should embrace to help fill skills gaps. Most of all, Human Resource professionals who build hiring strategies that utilise this underdeveloped talent pool will have the competitive advantage in today’s global marketplace.

Seven strategies for building a talent pool of Boomerang Workers

1. Open the door before they walk out of it
   While current employees may be eager for retirement, employers who plant the seed for future part-time work can put their company at the top of the list for returning talent.
2. Outsource it
   Retirees may not look for jobs in some of the places recruiters usually look. Consequently, outsourcing to specialists who know how to tap into retiree talent communities can be invaluable.
3. Align reward structures and emphasise flexibility
   One of the greatest benefits of retirement is freedom to pursue hobbies and other interests. Hence integrating flexibility into your compensation and reward structures for Boomerang Workers is highly important.
4. Leverage referrals
   Experienced workers often have strong professional networks within an industry. These can result in broadening the talent pool beyond company alumni.
5. Targeted outreach
   Enhance the reach and effectiveness of your attraction strategy by partnering with retiree-related job boards or community partners who have an existing network you can tap.
6. Traditional interview formats
   Our research found that those who perceive ageism as a top career challenge also prefer phone or in-person interviews over video interviews. As a result, consider focusing on more traditional interview formats whenever possible to allow these candidates to shine.
7. Finally, screen for team players
   Hiring managers seeking to leverage un-retirees and Boomerang Workers should seek out candidates who are open minded, believe in ongoing learning and are willing to work as a team.

To find out more about the rise of Boomerang Workers, visit manpowergroupsolutions.co.uk/boomerang-workers

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This article first appeared in the sixth edition of The Human Age newspaper.