Retaining and recruiting older workers to address future workforce needs

Older Workforce 070619 retain retaire

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What percentage of your workforce is planning to retire in the next five to 10 years and what impact will it have on your organisation

Ready to retire – transition plan ,[object Object],[object Object],[object Object]

Recruit Older Workers (+50) ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

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Older Workforce – A future possibility ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],A talent poor future

Understanding and Engaging Older Workers ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Understanding and Engaging Older Workers ,[object Object],[object Object],[object Object],[object Object],[object Object]

2007 Hot Jobs Worldwide ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

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Older workers – how to find them ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]

Ready to retire – transition plan ,[object Object],[object Object],[object Object],[object Object],[object Object]

Older Workers – Attractive people

Long before the exodus of key older employees from the organisation, it is necessary for the company to develop its own transition plans to ease the change process, including the knowledge transfer plan, to ensure that as mutch intellectual capital as possible can be retained within the organisation

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More information ,[object Object],[object Object],[object Object],[object Object],[object Object]

Retaining and recruiting older workers to address future workforce needs

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Retaining and recruiting older workers to address future workforce needs