Carleen MacKay, Director of CPI Mature Workforce Initiatives

• Study the demographics of your organization and consider that your organization itself may offer a good recruiting source of people who are ready to exchange their full-time roles for project work.  Consider setting up retiree job banks to tap into this ready-made resource of qualified and experienced workers.
• Recruit through the extended study programs in your universities and develop relationships at the community colleges in order to purposefully tap into this excellent source of currently skilled and experienced contributors.
• Post your openings on niche job boards for mature workers. Two in the U.S. are www.retirementjobs.com and www.workforce50.com.
  
• Seek out organizations that offer mature worker support. Career Development Association of Australia offers the “Keep Australia Working Career Advice Line.” CARP (Canada) and AARP (U.S.) offer advice to both employers and applicants in the mature worker space.
• Continue to learn more about the workplace value provided by mature workers.  Our population has never really been “old” before. That makes us all pioneers in an era of longer lifetimes.  Debunk the myths about chronological “age” that are hangovers from the past.  Train your recruiters in the facts about maturity and about the ability of people, of all ages, to contribute.

Don’t forget us! Career Partners International can work with you to develop a program to more effectively use your existing mature workforce and to use qualified mature workers to give your company a competitive advantage. Through our outplacement programs, we are often familiar with local mature workers who have exceptional talent as well as those who are currently participating in training programs. We may know the “perfect match” for your organization’s needs.