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Recruiting 50+ Workers and Retirees: Practices of the 2007 AARP Best Employers for Workers Over 50

Older individuals—and retirees—present employers with potential workers who are highly qualified, experienced, mature and dedicated. In attempting to fill current and anticipated workforce needs, the 2007 AARP Best Employers for Workers Over 50 know how important it is to reach out to 50+ workers. By creating successful 50+ worker recruitment campaigns, these employers let mature workers know they are both wanted and valued in the workplace.

More than 90 percent of the 50 employers recognized as the 2007 AARP Best Employers target mature workers in their recruiting efforts. Examples include:

• Including pictures of 50+ workers in all job advertising media.
• Focusing on the "new worker"—those with second or third careers.
• Advertising that includes "retirees welcome" language.
• E-cards and direct mail campaigns specifically targeted to mature and retired populations.
• Job fairs held at community groups, libraries, senior communities, and church groups.

Forming Collaborations and Partnerships

Some of the 2007 AARP Best Employers partner with other organizations in these recruiting efforts so that they can reach a larger audience. For example, Massachusetts General Hospital works with Operation A.B.L.E. of Greater Boston (Ability Based on Long Experience), an organization that provides employment and training to mature workers ages 45 and older.

In addition, the hospital has formed a collaboration with RetirementJobs.com, a website resource for individuals over age 50. The site identifies companies that are "age friendly" and matches them with mature job seekers. When the relationship with RetirementJobs.com was still in the early stages at the time of the hospital's application in early 2007, nearly 900 users of the website had selected Massachusetts General Hospital as a company from which to seek more information about employment.

Other collaboration opportunities mentioned by the 2007 Best Employers include:

• Working with local community colleges to run refresher programs for mature workers.
• Purchasing mailing lists from associations and other sources that target mature populations.
• Collaborating with AARP, Goodwill Industries, and the local Workforce Investment Board.

Training

The honorees also recognize that, in cases where workers have been out of the workforce for several years, training may be required. For example, West Virginia University Hospitals in Morgantown, West Virginia offers an RN Refresher course designed for Registered Nurses who are ready to return to the clinical nursing practice after having been out of the workforce for some time. The program includes clinical practice and enables participants to become refreshed on new technology along with changes in healthcare.

Recruiting Retirees

The 2007 Best Employers don't just look to hire mature workers; they actively recruit retirees back to the workforce. In fact, nearly 90 percent specifically target retirees in their recruiting materials. Scripps Health, headquartered in San Diego, California created the Scripps Alumni Network in 2006 to maintain an ongoing relationship with former employees—including retirees. The Scripps Alumni Network has served as a valuable foundation to recruit retirees and other former employees back to the organization.

First Horizon National Corporation, a financial services company based in Memphis, Tennessee offers retirees a variety of work opportunities including temporary work assignments; consulting and contract work; telecommuting; and full-, prime-, and part-time work. At Saint Vincent Health System in Erie, Pennsylvania, 33 retirees currently work within the health system through its per diem program.

Other examples of approaches taken by the 2007 Best Employers to recruit retirees include:

• Speaking with retirees at the time they retire about the possibility of returning to work on a part-time basis.
• Offering part-time benefits and flexible schedules.
• Using retirees to fill temporary work assignments.
• Recruiting retired employees using a personal greeting card.
• Inviting retirees to company-sponsored events that include job information.
• Hosting open house events, conducting alumni reach-outs, and providing employee referral bonuses.

Mature workers and retirees present a significant recruitment pool of experienced, dedicated workers that cannot be ignored. By tapping into this pool, employers gain access to workers who are ready to begin contributing with minimal training.

Resources

AARP Best Employers for Workers Over 50