According to David, we need to take a step back and look at talent acquisition differently.
“The age of retirement is extending. It is not 65 anymore. But 67, 71, 73… who knows when we get to retire anymore?!. People are living longer and therefore, want and need to work longer. For me, this presents a super opportunity. Acquiring new talent doesn’t mean keeping a lookout for young people anymore. Why should apprentices and interns be 18-24?
The trend is moving towards understanding longevity and the multi-generational workforce. Once you start looking at these aspects, lots of opportunities and challenges will come to your door.
The first one is about helping the older generations acquire new sets of skills such as adapting to new technologies and to the new digital platforms.
A 65-year-old employee might not be familiar with the latest technologies or social media platforms such as LinkedIn. But they have 30 years of business experience so why not give the opportunity to them the same way it’s provided to a younger professional with less working experience? This is a talent pool that we shouldn’t be missing.
We also need to be mindful of the digital platforms that we have access to nowadays.
These tools are becoming extremely important and can alter the way people think, feel and touch our organization. They are a key part of recruitment and onboarding processes allowing automation of work. Technology can bring efficiency and effectiveness gains to Talent Management that were not previously available.
Imagine that an individual could check your company and the opinions of other employees before joining. The same way, someone would search their hotel on TripAdvisor before booking their holidays! This is now possible via Glassdoor and other sites. Do you know what others are writing and sharing about your company online?
At the same time, it’s important to understand that not everyone is using these social media platforms. So you might be missing a pool of talent that uses different channels. Although they are crucial tools in your talent acquisition, it cannot be the only part of your process.
The times we are working in today present plenty of new opportunities to succeed in a fast-moving world. However, it’s important not to underestimate the efforts needed to get to where you want to be. Organizations should focus their efforts on their key strategies before taking on too many challenges. Otherwise, it’s doomed to fail as the playing field is ever-expanding in a multi-generational ecosystem of work.