Selling Your Talent - Experience Does Count
By: Source: AARP.org Date Posted: 2007-06-07 17:33:59.678985-04:00
Our growing and graying demographic
Two major shifts in workforce demographics will present many American businesses, and consequentially Delaware employers, with unique human resource challenges.
First, there will be more workers over age 55. In 2000, 13 percent of the workforce was 55 and older, according to the Bureau of Labor Statistics. By 2012, this figure is expected to rise to nearly 20 percent. Not only is this segment growing by the sheer number of boomers, but also reflects their desire to continue to work into what was considered "normal" retirement age.
Other factors also contribute to the increasing numbers. Boomers leading longer and healthier lives; the elimination of mandatory retirement, changes to Social Security and the erosion of pension and retiree health benefits encourage some to remain for financial reasons. Many continue to work because they enjoy their jobs; staying mentally and physically active and quite simply, need to feel productive.
The second shift is that as the boomer population does retire, there will be more jobs than workers to fill them as a result of the smaller size of the generations that follow.
Recognizing these challenges, the U.S Chamber of Commerce has partnered with AARP to help small and medium-sized businesses address the growing impact that aging boomers are having on the workforce. "As the relative proportion of younger workers declines, attracting experienced and reliable workers must become a core business strategy for all employers," notes the U.S. Chamber of Commerce website.
How will these demographic trends impact Delaware?
With boomers edging closer to traditional retirement age and fewer numbers in subsequent generations entering the workforce, competition for qualified workers is likely to increase in the First State.
In the fourth quarter of 2005, 16.4 percent of the labor force in Delaware was age 55 and older. With the 55-plus population of the state expected to more than double by the year 2030, the number of older workers is likely to double as well.
In contrast as we entered the twenty-first century, each of the nation's 50 states had more people under 18 than 65 and older. In fact, in about half of the states, the ratio was about two to one. By 2030, ten states including Delaware are projected to have more people 65 and older than under 18—further increasing the gap in the numbers exiting and the numbers entering the workforce.
Adding to the challenge is the predominance of small business in the local economy. Over 80 percent of Delaware businesses have fewer than 20 employees; while over 80% of the workers are employed by businesses with 20 or more employees. Unlike their larger counterparts, smaller firms face greater challenges in providing retirement health benefits, productivity incentives and training programs—all of which are important in retaining or attracting skilled employees.
How are Delaware businesses preparing for an aging workforce?
To understand the extent to which Delaware employers are preparing for these shifts, AARP Delaware commissioned a study of employers statewide. The telephone survey, conducted in November and December 2006 with 400 organizations with twenty or more full-time employees, explored employer's perceptions of worker shortages, loss of institutional knowledge and approaches to keep older workers. From Preparing for an Aging Workforce: A Focus on Delaware Businesses, several key findings emerged:
- More than three in five employers surveyed believe their business is likely to face a shortage of qualified workers within the next five years. However, only one in four said they have consciously taken steps to prepare for the possibility of boomers retiring at the traditional age.
- When asked about specific approaches companies might use to prepare for a shortage of workers caused by boomers retiring, only 12 percent of businesses surveyed say they are offering incentives to encourage their employees to delay retirement.
- Almost one in three organizations surveyed say they do not offer retirement benefits. Of those that do offer benefits, most do not offer long-term care insurance (70 percent), retiree health benefits (63%), or prescription drug benefits (58%). Remarkably, 44 percent of organizations surveyed offer phased retirement, but mostly on an informal basis.
- Almost three-fourths of businesses surveyed say it is extremely or very important to retain institutional knowledge that might be lost when employees retire or otherwise leave. But, only a third of businesses report having a formal process that enables employees who retire or leave to share the knowledge they have obtained on the job.
This study uncovers the fact that Delaware businesses are aware that fundamental shifts will occur in the workplace as the boomers approach traditional retirement age. Few, however say their companies have taken action to mitigate the potential impact on their competitiveness.
How Can Delaware Businesses Respond?
There is still time for Delaware's employers to identify and evaluate policies, attitudes, and perceptions towards older workers that can influence their ability to retain and compete for qualified workers. Strategies such as conducting workforce planning, reevaluating benefits, developing flexible work options and implementing succession planning and mentoring programs can help address the potential shortage of qualified workers in the next five years as well as the loss of institutional knowledge.
A recent report released for AARP by the consulting firm Towers Perrin suggests some steps organizations can take to effectively address their aging workforce. These suggestions include:
- Inventory current talent and define near and long term organizations goals
- Consider the investment needed and the total compensation costs of attracting 50-plus workers
- Pay attention to both revenue and performance considerations
- Study the available labor pool and define organizational talent strategies
- Align reward programs to support business and talent objectives
- Align workplace policies and culture to make the work environment attractive to the 50-plus worker
Small businesses are not as exempt from these ideas as they might have been in the past. Indeed, financial services firms are now offering retirement planning services to small businesses to help them set up employee-retirement accounts and 401(k)s. Some experts point out that adding or extending health and supplementary benefits packages, such as superior dental and vision plans and long-term care plans, can be attractive employment incentives to baby boom workers.
Engaging in strategies such as these may help organizations retain and recruit experienced and skilled 50-plus workers, and they may also help organizations preserve the important knowledge possessed by their retiring employees and enable them to pass it on efficiently to current or new workers. Moreover, companies that actively address the impact of labor force trends on their business and take the necessary steps to adjust their operations and policies are likely to remain competitive in the marketplace. Turning to 50-plus workers as a means of filling the potential labor shortage gap in the near future may actually provide a competitive edge for forward-thinking businesses.
Please Note:
AARP Delaware, along with Delaware State Chamber of Commerce and the Delaware Chapter of the Society of Human Resource Managers, has launched a 50+ Worker Campaign to help the First State's employers and human resource professionals work together to positively prepare for the future of Delaware's workforce.
For more information, call the state office at (302) 498-6508.
Other Resouces
Are Delaware Business Preparing for an Aging Workforce?
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