Demographic trends portend a shift in talent acquisition. Managers should perk up their ears. An overwhelming number of CEOs will soon be retooling their strategies for talent acquisition.
We all know communication methods change over time, but the pace of change has sped up, leaving managers unsure of timing those strategic decisions. Should they move to a more expensive but reliable strategy for recruiting talent?
According to Gallup, as of 2014, only one-third of American Baby Boomers in their late sixties remain in the workforce today. When it comes to retooling the American workplace, the numbers we’re talking about are massive. Two-thirds have already exited the workforce. Statistics indicate Baby Boomers as a group are not overstaying — most are ready to move on to retirement, despite warnings they may outlive their savings.
For managers, it’s definitely time to get up to speed on how to wring the most productivity out of those remaining Baby Boomers, but a strategy to woo those tech-savvy younger workers is also critical to a firm’s longevity.
The take-home lesson for managers: View each worker as a unique asset to the company. Be willing to shift things around in order to gain the most productivity from today’s workers, no matter their age or level of experience.