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What do you do if you need to tap into the expertise of late-career professionals in recruiting?

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When your recruiting efforts require the seasoned insights of late-career professionals, you're looking for a level of expertise that often only comes with years of hands-on experience. This demographic can provide invaluable mentorship, deep industry knowledge, and a network that's been cultivated over decades. But how do you effectively engage with them? Understanding their motivations and the value they bring is crucial in leveraging their potential to your organization's advantage.

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1 Recognize Value

To successfully recruit late-career professionals, you first need to recognize the unique value they bring to the table. These individuals often possess a wealth of knowledge, experience, and professional connections that can be instrumental in navigating complex business challenges. They can serve as mentors to younger employees, offering guidance and sharing insights that can only be gained through years of experience in the field. Acknowledging and respecting this value is the first step in creating an attractive proposition for late-career experts.

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Liz Ryan

Coach and creator. CEO and Founder, Human Workplace. Author, Reinvention Roadmap; Red-Blooded HR; and Righteous Recruiting. LinkedIn Top Voice.
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Of course your goal is to be polite, professional, and well informed when interacting with every candidate but if you deal with senior level candidates, who tend to have a lot of work experience, you have to be completely on your game. Recruiting is selling. You are always probing and listening for candidates’ needs and concerns. You vet candidates in the process of selling them, as every good salesperson does. Remember that you are getting paid for the interview time and they are not. You cannot take the view that you are doing someone a favor by interviewing or hiring them. Go into every interview assuming that the candidate has outstanding offers and that you are competing with other employers for their time and talents. Rock on!

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Jason Matuska, PRC, CDR, CIR, ACIR, CSMR, CTR, CASR

Senior Technical Recruiter @ Prudent Engineering | Advanced Certified Internet Recruiter | Certified AI and Sourcing Recruiter | Certified Professional Recruiter | Certified Military Veteran Recruiter | Closer
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Target Relevant Networks: Identify professional networks, associations, and communities that cater to late-career professionals in your industry or field. Attend industry events, conferences, and networking opportunities to connect with potential candidates. Utilize Online Platforms: Leverage online platforms and social media channels to reach out to late-career professionals and showcase your recruitment opportunities. Create targeted job postings, participate and in relevant LinkedIn groups. Flexible Opportunities: Recognize that late-career professionals may have different preferences and priorities when it comes to employment. Offer flexible work arrangements, such as remote work options to accommodate their needs and preferences.

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Madhav Mallela

Strategic Talent Acquisition Leader/ Innovative Talent Spotter/ Passionate Talent Advocate/ WHRD-50 Most Innovative HR TECH LEADERS/ Top HR ICON Asia Pacific HRM Congress
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When tapping into the expertise of late-career professionals in recruiting, it's essential to recognize and value their wealth of knowledge and experience. Start by fostering a culture of inclusivity and respect, where all team members, regardless of age, feel valued and empowered to contribute. Seek out opportunities for mentorship and knowledge sharing between late-career professionals and younger colleagues, leveraging their insights to bridge generational gaps and drive innovation. Additionally, provide training and support to help late-career professionals stay updated on emerging trends and technologies in the recruiting industry.

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Squire Pettis (USCGA), MSM

Operation Specialist for the automotive industry. Specialization in sales, aftersales, and customer experience. Professional Consultant.University Of Illinois Gies business school Masters of Science in Management.
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Agreed with the earlier post(s). Those that are out there with a good amount of experience are giving some good help as well as getting some information forward and backward in the interview process as well as in just a basic talk. These moment should be used to gather information between the parties as opposed to just a "fact gathering" expedition as sometimes it becomes or usually is. I would respect the time spend wisely as more likely than not there is a good amount of learning to gain by both parties.

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Anmol Chaudhary

Talent Discovery | Forging IoTechWorld | Aerial Robotics | Drone Breakthrough Marvel | Aerospace and Aviation Industry
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- Create targeted recruitment campaigns to attract late-career professionals. - Highlight the value of their experience, skills, and wisdom in the recruitment process. - Offer flexible work arrangements or part-time opportunities to accommodate their preferences. - Provide opportunities for mentorship or knowledge sharing to leverage their expertise within the organization.

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2 Tailor Approach

Your approach should be tailored to resonate with the specific desires and expectations of late-career professionals. They may be looking for roles that offer flexibility, reduced hours, or opportunities to mentor younger staff rather than climbing the corporate ladder. Understanding what motivates them at this stage in their career is essential. This could involve creating bespoke roles that capitalize on their expertise while accommodating their desire for a better work-life balance.

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3 Leverage Networks

Networking is key when reaching out to late-career professionals. They are likely to be well-connected and may be more responsive to opportunities that come through personal contacts or respected industry networks. Utilize your own networks or those of your colleagues to make introductions and communicate opportunities. Personalized outreach through these channels can be more effective than traditional job postings or cold calls.

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4 Offer Flexibility

Flexibility in role design can be a significant draw for late-career professionals. Many are interested in part-time positions, consultancy roles, or project-based work that allows them to contribute meaningfully without the commitment of a full-time job. Offering such flexibility can make your opportunity more appealing and can help you secure the expertise you need on terms that work for both parties.

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5 Highlight Impact

For many late-career professionals, the opportunity to make a significant impact in their field or organization is a powerful motivator. Emphasize how their role will leverage their experience to make a difference, whether it's through strategic projects, mentorship programs, or leadership roles. Show them that their contributions will be valued and that they have the chance to leave a lasting legacy.

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6 Respect Experience

It's essential to respect the experience and status of late-career professionals throughout the recruiting process. This means engaging with them as equals, valuing their input, and providing them with opportunities that reflect their level of expertise. Ensure that they feel their career achievements are recognized and that they will continue to be challenged and respected in their new role.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Jan Henderson

Partner Solutions Programme Manager
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As a very late career professional, I’ve changed roles four times since I was 50 (I’m 66). I’ve never expected to be treated differently, but nor have I ever expected to be discriminated against for age. I have bags of energy and offer value in many areas; I’ve worked for 49 years and never taken a single day off sick (I’ve just worked at home if I haven’t felt great). I do what I do because I love it, so I bring enthusiasm to work every day. I fit in with all age groups. I bring credibility, I understand many areas of business, so can relate to client problems. I’m technically competent, and enjoy mentoring newer colleagues. Older employees don’t bring drama into the workplace, and don’t expect drama around their recruitment.

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What do you do if you need to tap into the expertise of late-career professionals in recruiting?

1

2

3

4

5

6

7

1 Recognize Value

2 Tailor Approach

3 Leverage Networks

4 Offer Flexibility

5 Highlight Impact

6 Respect Experience

7 Here’s what else to consider

Recruiting

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What do you do if you need to tap into the expertise of late-career professionals in recruiting?

1

2

3

4

5

6

7

1 Recognize Value

2 Tailor Approach

3 Leverage Networks

4 Offer Flexibility

5 Highlight Impact

6 Respect Experience

7 Here’s what else to consider

Recruiting

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