Is Your Organization Overlooking A Rich Talent Pool?

Hiring and InterviewingThe talent pool that I am referencing is the one that is over 55.

A number of corporate expatriates took early retirement at this age because many large corporations made them some attractive offers. Imagine this: The children have probably gone off to or finished college, the mortgage is paid off, they are tired of fighting commuter traffic for two hours a day and the list goes on and on. Now, here is the closer. The employer announces an early retirement offer to pay a years’ salary, health insurance and “bump” the years of credited service by five years. The upshot of all of this is that, “they have been made an offer that they can’t refuse.”

OK, what’s next? They accept the offer and retire. The first year is wonderful. They travel, pursue hobbies, and complete all required chores or maintenance around the house. This is when the restlessness and boredom set in. So they consider searching for another fulfilling position and much to their surprise, calls are not returned, “No Interest” letters arrive, and they wonder if the various applicant systems have an algorithm set to “Round File” resumes from those over a certain age.

Mature and experienced candidates can be a great resource because you can get experience at a seriously discounted rate. There are probably one hundred reasons to interview these candidates, but five of the obvious ones are as follows:

  1. It is very unlikely that there will be child care issues.
  2. They are not likely to be engrossed in Instagram, Facebook Twitter and other time wasting social media.
  3. They have probably seen and survived every adolescent behavior that can possibly be exhibited in a professional work environment.
  4. They are probably not in the career ladder climbing mode or playing petty games to earn the decision makers’ attention or approval.
  5. They are less likely to schedule fake dental appointments to interview for another jobs in other organizations.

It may be enlightening to add this group of candidates to the interview schedule.

Related Articles:What’s Not in a Job Description? and Interview Questions … zany types of the third kind!

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James E. McClain is the author of Successful Career Development: A Game Plan, the book upon which some of our training programs are based. He has over 30 years' experience as a corporate HR executive, small business owner with ongoing experience in career development and as a college instructor. His educational background includes a B.S. and Masters degrees Education and Certification in Financial Planning. Our promise is that "you can pay more for training but you can not buy better training." The mission is to deliver the most effective and cost effective training and development programs.

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Posted in Hiring, Professional Skills

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