The 2 Key Types Of Recruitment Strategies For Attracting Baby Boomers

It feels like everyone’s talking about millennial employees nowadays, but the baby boomer population matches both Gen X and Gen Y. And even though they’re getting older, they’re not necessarily retiring soon:

• Only one-quarter plan to retire at age 64 or younger

• Nearly 40% won’t retire until they’re at least 66

• 10% don’t plan to ever retire

Baby boomers are still a substantial part of the workforce. Do you have the right recruitment strategies for this generation?

Older And Wiser

Born between 1946 and 1964, boomers are typically well-established in their careers and have a lot of wisdom and experience to bring to the table. They’re known for their strong work ethic and tend to be more interested in staying with one company for a long time.

So your approach to recruitment for this generation is going to look very different in some ways when compared to the way you approach millennials. With Gen Y, the carrot you dangle is usual the opportunity for career growth. But boomers are much farther along in their career development, so they’re interested in jobs that recognize what they already have—both in the form of title and salary.

And even though they might not retire soon (or at all), baby boomers are closer to that point than the younger groups, so they’re more likely to be interested in financial stability and a strong retirement package. They’ll also be looking for healthcare benefits that will fit their needs as an older generation.

Staying Flexible And Mobile

At the same time, don’t assume that baby boomers can’t or won’t keep up with changing technology just because they’re older. Nearly half of them search for jobs on mobile—not too far behind the 70% of millennials and Gen Xers who do the same. So trust their capabilities and use the same platforms to reach them that you use for the younger generations.

Also like their younger counterparts, 87% of boomers want flexibility at work. Their reasons might be different—some are taking care of elderly parents, while others seek the kind of personal time they would get in retirement—but offer them the same types of flexible arrangements as the younger generations.

And don’t neglect their workplace development. Baby boomers have plenty of experience under their belts, but they still need learning and growth opportunities to keep them engaged and up-to-date on the job. Take advantage of the mix of generations you have in your workforce—different groups with different experiences have a lot to teach one another. Collaboration and mentoring will bring them together in rewarding ways.

The recruitment strategies you use for baby boomers may differ in some ways from what you do to attract younger generations. But they don’t have to conflict. You can recruit and retain these different groups by paying attention to their priorities and needs.

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