At a time when it is more imperative than ever for businesses to attract and retain talent, the people with 50 and more years old are part of a market that offers candidates with skills and experience of great value.
Monday, February 29, 2016
Nowadays the difference between one company and another is the talent its employees bring together, and as any staff manager can tell you, competition for attracting and retaining that talent is growing.
Furthermore, when you manage to hire a talented young person, for them to be productive you need to wait for them to acquire the necessary experience ...
The technological revolution has led to a tendency to dismiss older adults, on the basis of myths which are fading away: they do not have the energy or impetus of the young, they are not innovative, they no longer have a willingness to learn.
The over 50's have a fundamental attribute: experience. And it is no longer true that new technologies overwhelm them. They are able to learn, and while it is true that their energy can not be the same as those under 40, they make up for this in abundance with their mastery of the complete picture of the company: "... They are better trained to create synergies and be profitable. They are usually in 'cost control' mode: they know how to save and be efficient with expenditure, which a young person may not know about. "
An article on Cnnexpansion.com reveals that it is quite possible that you, as an entrepreneur, could be missing an opportunity to hire those who are rejected outright because of their age, at the initial stage of the recruitment process. And we're not talking about not engaging in discriminatory practices. By hiring someone over 50 we are probably not doing them a favor, but rather adding value to our company.
When companies become addicted to meetings, it indicates poor management of working hours and decreases employee productivity by at least 30%.
If companies estimated the losses caused by a dozen employees, mostly senior ones, meeting four times a week they would think twice before giving in to "Meetingitis", the cultural tendency to schedule a meeting for every issue.
Companies recognize how important managing a growing international and mobile workforce is for the future of their businesses, but they do not know how to do it.
Companies do not have an appropriate strategy to deal with the transformation that is happening the way of working in the world -from the convergence of five generations to operations spread across the planet- which will lead to a crisis in management, attraction and retention of talent, concludes the Workforce 2020 study, prepared by Oxford Economics and SAP.
In times of shortages of staff with good training levels and experience, economic incentives may be a good way to protect your company's human capital.
Job retention bonuses are incentives that companies provide to certain officials who are key to their operations.
Although retention bonuses of various kinds may be offered, limited only by the imagination of businessmen, typically four principle types are considered: the "referral" (for referring a friend), "sign on" (when signing the work contract ), "spot" (for specific achievements), and "retention" (for certain periods of time completed in the company).
Attracting, hiring and retaining talent is imperative to make a company competitive; the methods to achieve this are changing rapidly.
In most productive sectors there are not enough qualified and experienced professionals. In some industries, such as software development, the lack of personnel is even more critical, making it crucial for companies to adopt staff attraction and retention policies.
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