Did you know that AARP, the huge organization to advance the interests of people as they age in the United States, has launched a job board? Take a look at the new board here.
My trial run on the board revealed that it’s got all of the basic features job seekers expect to see in a job search site. One suggestion I’d make is that if the tool is meant to appeal to recruits who may be looking for flexible scheduling or an alternative work arrangement, maybe more categories are in order beyond full-time and part-time. The options for employers posting and reviewing applicants look useful and appropriate at first glance. But one thing really jumped out at me.
If your organization signs an Employer Pledge, it can earn a 30% discount on job posting packages during the launch period. Standard packages begin at $199, and Enhanced packages, with increased visibility for job postings, start at $399. More information can be found on this page.
According the AARP, the Employer Pledge involves the following:
Working with AARP, participating organizations have signed a pledge that they:
- Believe in equal opportunity for all workers, regardless of age
- Believe that 50+ workers should have a level playing field in their ability to compete for and obtain jobs
- Recognize the value of experienced workers
- Recruit across diverse age groups and consider all applicants on an equal basis.
Here is the AARP Employer Pledge overview, if you’d like to check it out.
The tagline is “Experience Valued.” As many baby boomers, and soon, Gen Xers join the ranks of age 50+ workers, and organizations look for ways to cut costs by shedding more expensive salaries in favor of early-career professionals, remembering the value of experience is critical. A 2015 AARP Study (analyzed by the Society for Human Resource Management, SHRM) concluded that the value of employing older workers is substantial, while the incremental cost of hiring and retaining them is only 1-2% over earlier career employees.
SHRM and the SHRM Foundation found the aging workforce worthy of a substantial research initiative in 2016. The results and tools for successfully managing an aging workforce are detailed and useful. According to the SHRM Foundation’s Guide to Leveraging the Talents of Mature Employees, the population of younger workers with the skills needed for success in today’s environment is too small to step into the shoes of the aging Baby Boomer generation. As these less experienced workers build their skills and experience, aging workers can take advantage of flexibility in scheduling and role design, if employers are willing to offer it, in order to fill gaps. SHRM’s suggestions for recruiting mature workers include identifying sources of talent that will include older adults. AARP’s new job board could be a good fit for that need.
Older workers often have wisdom, institutional knowledge, experience and a strong work ethic. Check the data, and be sure you aren’t overestimating the costs, and underestimating the benefits, of recruiting, hiring and retaining them.