Back in August, I wrote about the participation of seniors in the contingent workforce and why they’re fast becoming the go-to choice for employers looking for skilled, project-based help. Hiring contingent staff to fill workforce gaps is nothing new, however the skill sets needed to fulfill many of these positions continues to escalate.
Professional retirees are often the perfect choice to fill specialist contingent positions since they’re usually highly skilled, knowledgeable and reliable workers who offer companies a chance to benefit from the wealth of expertise they’ve built up over the course of their long careers.
The growth of the contingent workforce, plus significant growth in workforce participation rates of the over 55 population suggests that retirees could be the perfect fit for many of the contingent roles that need filling. The U.S. Bureau of Labor Statistics currently ranks contingent work as one of the top five U.S. industries when ranked by employment growth, yet they also anticipate that around half of all worker’s approaching 65-70 years old will continue to work past the age of traditional retirement in some way or another.
Another reason that these two segments fit well is that neither the employer or the retired worker are likely to be looking for a long-term commitment from each other. The employer wants the use of the worker’s services for a limited period until work is completed, while most retirees are simply looking for additional income for a limited time to supplement their income without the stress, responsibility and long hours associated with a traditional job.
So how do you successfully recruit and engage retirees for contingent projects? A recent blog written by Ellen Julian for ERE offered four tips for successfully recruiting and onboarding retirees that I’d like to share with you:
Stay In Touch With Employees When They Retire
The talent you’re looking for could well be in your own back yard! Continue engaging with retirees and alumni through an active network on Facebook, LinkedIn and other social platforms. That way, you’ll have a ready supply of contingent workers who possess company knowledge and the correct skill sets if the need arises.
Explore New Recruiting Channels
Connect with large retiree networks and organizations like the AARP as retirees might not be looking at the same recruitment websites as younger job seekers.
Expect Flexible Schedule Requests
Make sure you inquire about your retired candidate’s schedule and determine how many hours a week you will need them to work to successfully complete the project in time. Many retirees aren’t looking to work the number of hours they did earlier in their careers. If you suspect that your project might require a significant amount of overtime, you should be upfront about that from the start of the process.
Note Regulatory Requirements
Because of its growth, the contingent workforce is subject to more compliance rule and regulations than it was in the past. It’s wise to consult an employment lawyer, or to engage a stable and compliant employer to properly employ the contingent workers you recruit. If you have any questions regarding the compliance of your contingent workforce, please feel free to drop us a line and ask us at firstname.lastname@example.org.
Here’s a link to the full article by Ellen Julian on http://http://www.ere.net/2012/10/17/4-things-to-know-about-hiring-...
For the latest on the contingent workforce, visit http://www.emergent.com/news/