Employers will have to provide older staff with flexible
working arrangements if they want to recruit and retain the best talent in an
ageing labour pool.
A study of different generations of workers by global
workplace consultancy Drake Beam Morin reveals significant differences between
their career expectations and the reality.
The survey of nearly 16,000 executives and managers in 21
countries shows that mature workers born before 1946 are more likely to seek
flexible work such as part-time posts, self-employment and consulting.
Only 27 per cent of mature workers want to work full time,
compared with 48 per cent of baby boomers born between 1946 and 1964, and 53
per cent of members of Generation X, born between 1965 and 1981.
Tony Gould, managing director of DBM, told Personnel Today
that companies will have to value their older staff if they want to compete in
the war for talent.
He said, "I don’t think many organisations have taken
it on board that because of the change in demographics, before long there is
going to be a shortage of young people in the workforce. It will be compensated
for by the older generation.
"Older workers today have a much younger and more
energetic perspective than someone of their age a generation ago. They still
have a lot to contribute to the workforce. They are more flexible in terms of
their outlook."
The research shows that the over-50s take nearly twice as
long to identify and secure new jobs as those under 30.
More than half of mature workers cite networking as their
main way to find new job opportunities, compared with 36 per of Generation X
staff.
Younger workers are more likely to rely on adverts and
recruitment firms to find a new job.
Sign up to our weekly round-up of HR news and guidance
Receive the Personnel Today Direct e-newsletter every Wednesday
By Ben Willmott
