The New ‘Un-Retirement’

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In response to today’s tight labor market, we’re hearing more about retirees being lured back into the workforce. How can employers take advantage of this experienced workforce to help fulfill their staffing needs?

Opportunities in Automotive

As with many other industries, the large-scale retirement of Baby Boomers is leaving a gap in the automotive workforce that could threaten production output goals.

For employers that need a flexible, short-term solution, retirees can be viewed as a ready-made talent pool of people who aren’t looking for long-term employment.

Automotive employers find that returning employees can have a positive impact on the business immediately. They don’t need 2 or 3 months to get up to speed—they contribute from day 1, which is optimal in a project-based environment.

Employers embrace the value of retirees, especially for projects lasting shorter periods of time. Some retirees just aren’t ready to hang up their work boots; they appreciate the opportunity to retain ties to the industry and feel as if they still have something important to contribute. It keeps them up to speed on new technology and enables them to earn a solid income, as well.

Bridging a Knowledge Gap

The utilities industry has similar challenges with filling open positions, and the stakes are high, according to Aerotek Director Troy Sayler.

“The power grid is the lifeblood of the country,” Sayler notes. “When there is an outage, whether due to equipment failure or a natural disaster, utilities need to ensure they can troubleshoot the issue and put a solution in place immediately. Hospitals, companies, residents … everyone is counting on them to ensure continuous power.”

Failure to maintain power also creates cascading effects for utilities, such as lost time and damage to equipment. Because of this, they need tenured professionals to mitigate the risks. Read more here…

Source: HR Daily Advisor

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