Retirees might return to the workforce, given the current economic situation occurring in the country and the potential financial losses. New research shows that many retirees are considering returning to work because of the financial pressure imposed by inflation. Causes of inflation, such as increasing economic uncertainty, may further drive older job candidates back into the job market. As many as 31% of retirees surveyed indicated that they might return to the workforce — yet many expressed concern that they may struggle to find a job if they do so.
Return to the Workforce: The Solutions
Staffing managers interested in recruiting un-retirees can tap into a valuable demographic of talent by doing so. Still, they must be careful not to act in a way that could be considered discriminatory. Recruiters should follow these four tips to recruit recently unretired candidates without risking age-based discrimination.
Never Recruit Based on Age
One of the biggest mistakes that any recruiter can make is discriminating based on age. Unfortunately, though, it’s an easy mistake to make. Many job postings include language seeking “fresh, young talent” and other phrases that incur liability. Recruiters targeting older job candidates should be careful not to have any language specifically mentioning age — even if it’s soliciting older applicants. It could result in allegations of discrimination, which could cause an employee benefits liability insurance claim.
Prioritize Candidates With Experience
Although recruiters should never specifically seek candidates based on age, older job applicants are often desirable for many reasons — they’re dependable and dedicated. They can bring plenty of experience to each new opportunity. Rather than writing a job description that mentions age or retirement, then, recruiters should make an effort to prioritize experience. Investing in candidates who bring years of experience to the job — both personally and professionally — can solicit applications from the top candidates. It includes seniors, retirees, and anyone who may qualify for the job in question.
Offer Everybody the Same Opportunities
Recruiters who have successfully onboard older job applicants should prepare to foster a nondiscriminatory workplace. Simply hiring an older employee is not sufficient to avoid allegations of discrimination — recruiters must also ensure they receive the same opportunities as other job candidates. Any inequality that emerges in the workplace will quickly become a problem for a company’s staffing insurance.
Train New Hires on the Same New Skills
All employees should have the same opportunities, but, indeed, all employees may not have the same skills. Although research shows that more people 65 and older are using technology, many remain uncomfortable with computers and other devices. Rather than excluding older employees from technological processes, recruiters must ensure that retirement-age employees gain the best training to perform their tasks effectively.
About World Wide Specialty Programs
For the last 50 years, World Wide Specialty Programs has dedicated itself to providing the optimal products and solutions for the staffing industry. As the only insurance firm to be an ASA commercial liability partner, we are committed to that partnership and committed to using our knowledge of the industry to provide staffing firms with the best possible coverage. For more information about Staffing Professional Liability Insurance or any other coverage, we have available to protect your staffing business, give us a call at (877) 256-0468 to speak with one of our representatives.