the surprising impact that the older workforce can have on today's talent shortage.

We’ve come a long way since #QuitTok, that briefly viral phenomenon in which young-ish people went on social media to express powerful sentiments — grief, hope, outrage, despair — before and after quitting their jobs. And thank goodness.?

But the “Great Resignation” is by no means over.?One in five?workers plans to quit their jobs by the end of the year. And on top of that, there are now concepts like “quiet quitting” for employers to contend with.??

Against that backdrop, there has been another, less-well-publicized swing in the opposite direction: older workers “unretiring” to return to the workforce. Research shows they’re coming back faster than their younger counterparts across the U.S. labor force.?

How to account for this? We’ll get to that in a minute. But at a moment when?nearly half?of all businesses have open roles that they can’t fill, perhaps the more pertinent question is, “What can I do to successfully attract, hire and retain these newly available, precious older workers?”?

Read how older workers can step in to solve the talent crisis.

Finding talent is?36 percent harder?than it was just a few years ago. Seventy-seven percent predict those?difficulties will continue. Meanwhile,?two million jobs?are at risk of going unfilled by 2030. For manufacturing and logistics employers who've been staring down statistics like these for far too long, the current influx of talent on the market may be just what the doctor ordered.

So who are these emergent and reemergent groups swooping in to plug skills gaps and save the day? Understanding each group’s needs and preferences will help you develop the right kind of tailored strategy you need to find and hire them.

Learn which 3 groups are impacting the job market: here's what it takes to hire them.

With the ranks of older workers growing rapidly, organizations need to consider how to refocus their recruitment strategies to better attract this valuable group of talent. With so much to offer to their employers, those 55 and older can be an effective resource for overcoming the current talent scarcity challenge while adding to a diverse and vibrant workforce. As the saying goes, “Age is just a number,” but in the world of work, it can also be a tremendous asset. - Rebecca Henderson, CEO, Randstad Global Businesses and executive board member.

Read Rebecca Henderson's Forbes byline on how workers in their golden years may be the answer to chronic talent shortages.

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