Recruiting & retention strategy development

Recruiting

In a recent national study, only 37% of employers had adopted strategies to encourage older workers to stay past the traditional retirement age, despite the fact that these employees "have high levels of skills and strong professional and client networks, a strong work ethic, low turnover and are loyal and reliable."

These are also the employees who plan for the future and become a company's best partners in knowledge and wisdom sharing, change initiatives, innovation, and talent management. With a longevity bonus of 20 to 40 years beyond age 50, it's a fact of the business world that these wisdom workers plan, and can be expected, to extend their productive time in the workplace.

For employers, plotting out a recruitment and retention strategy is crucial for the short- and long-term goals and growth plans of their companies.

Product Overview

Product Features

Wisdom Worker Solutions will work with your company executives, human resource professionals, administrative officers or other designees who have the responsibility to maintain a productive workforce.

Our consultants will assist your organization to review and/or create recruiting strategies to attract knowledgeable boomers who want to remain in the workforce. Additionally, we can assist companies to perform due diligence on new acquisitions or potential merger targets to assure that knowledge workers are retained as integration plans unfold.

Industries that have been highly successful in promoting from within and retaining their wisdom workers may need to create a staffing plan that enhances their image to the next generation of workers while their long-term employees transition to retirement.

All companies will be experiencing a shortage of qualified workers, if they haven’t already felt the squeeze in their hiring efforts. Forecasting the number of required employees and where the openings will occur can assist recruiters in building strategies that cost effectively open new talent sources on a timely basis.
  • Recruiting Strategy — using our Human Capital Demand and Supply Model, learn how to shape the organization to execute on business strategy and match internal and external sources of talent to future position requirements. The resulting organizational picture creates the basis for a comprehensive recruiting strategy to fill current and future workforce needs.
  • Merger and Acquisition Due Diligence — enhance your current due diligence process or create an effective process that can identify cultural compatibilities and differences as well as outline an integration plan to retain critical talent from the merged or acquired target company.
  • Workforce Planning — create a comprehensive inventory of the number of employees per position in your organization, their current location, their availability for assignment and their skill sets to compare to the demand for employees by demographic for the future. Use this data to determine the number of employees that can be re-assigned within the company versus those that will need to be recruited from external sources.

Please contact us us for more information.