Hiring & Retaining a Mature Workforce | 2

Are you trying to retain the technical knowledge of your company’s retirees? Felicia G. Harris, CEO of EverythingHR and EverythingHR Financial Services, shares how we can retain the mature workforce while contributing to not only the company but also the other age groups of the workforce.

• How to hire and maintain a mature workforce without bypassing important laws
• The age group that has the lowest unemployment rate
• The top characteristic of a mature workforce and why knowing it is important
• Key ways to keep the workforce engaged and involved in the organization
• Why incentives are an important part of retaining value
• How to retain value once the mature workforce retires
• The important role of succession planning in an organization
• Cater to the needs of the age-group
• The cultural preferences of an older workforce and how they thrive
• How you find and hire the mature workforce
• Create ways for the mature workforce to share their knowledge
• What you need to know before using a recruiter
• The difference between succession and replacement
• The benefits of having a diverse workforce
• Why having a mature workforce is beneficial for the company’s vision

3 Key Points:

1. The 65-75 age group has the lowest unemployment rate out of all of the age groups.

2. The top characteristic of this age group is consistency.

3. Offering different working incentives helps to retain this mature age group while they add value to the company.

• Twitter
  https://twitter.com/everythinghr1
   
• Linkedin
  https://www.linkedin.com/company/everythinghr1/ 
   
• Felicia Harris HR
   https://www.linkedin.com/in/felicia-g-harris/