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Ellen Julian

Ellen Julian is senior product marketing manager for talent acquisition products at Peoplefluent®, a leading social human capital management technology company. Prior to Peoplefluent, she served various sales enablement, research, and marketing support roles at Monster Worldwide, and also founded the corporate learning & development and HR & talent management research practices at International Data Corporation, a premier global provider of market intelligence, advisory services, and events for the information technology market.

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4 Things to Know About Hiring Retirees for Contingent Roles

by Oct 17, 2012, 5:58 pm ET

To acquire talent without the risks associated with full-time employees, organizations are using contingent workforce management expertise to engage with retired professionals for contingent and contract roles, gaining access to an underused crop of highly-skilled, knowledgeable talent.

This trend is part of a greater nationwide shift toward contingent work. The U.S. Bureau of Labor Statistics currently ranks contingent work as one of the top five U.S. industries when ranked by employment growth.

The advantages of recruiting retirees for contingent assignments are numerous. Retirees represent a group of professionals who are seasoned and highly skilled in their respective fields. They also comprise a fairly stable source of workers.  Unlike their younger counterparts, most retirees aren’t seeking full-time positions, and carry lower risk of leaving an assignment mid-term for another job.

Still, there are unique considerations employers should factor in when evaluating whether to recruit a retiree for a single project or temporary period of time. There’s also an art to sourcing retirees.

Here are four recruiting tips employers can use to more successfully and easily hire and onboard retirees: keep reading…