The recruiting and hiring of older workers

• Main Authors: LIEVENS, Filip, GREET, Van Hoye, ZACHER, Hannes
• Format: text
• Language: English
• Published: Institutional Knowledge at Singapore Management University 2012
• Subjects: Recruitment; Organizational Attraction; Recruitment Source; Recruitment Message; Recruiters; Organizational Image; Older Workers; Older Jobseekers; Aging Workforce; Human Resources Management; Organizational Behavior and Theory
• Online Access: https://ink.library.smu.edu.sg/lkcsb_research/5810; https://ink.library.smu.edu.sg/context/lkcsb_research/article/6809/viewcontent/Older_workers.pdf
• Institution: Singapore Management University

Abstract This chapter reviews five key components,of the recruitment process with regard to an aging workforce. First, targeted recruitment entails that organizations understand the needs, preferences, and strengths of older workers. Second, the recruitment message should communicate job and organizational characteristics that are attractive to older jobseekers. Third, the recruitment source should be consistent with the media useand job search behaviors of older jobseekers. Fourth, the characteristics and behaviors of recruiters play an essential role in the recruitment of older applicants. Finally, organizations need to convey an attractive image of themselves as employers for older workers. Throughout the chapter, best practices are contrasted with available research evidence, and directions for future research are outlined.