The Oklahoma Recruiting Older Workers Checklist is a comprehensive tool designed to assist employers in effectively engaging with and recruiting older workers in the state of Oklahoma. This checklist is specifically tailored to meet the needs of employers who are eager to tap into the skills, knowledge, and experience that older workers bring to the workforce. Key elements covered in the Oklahoma Recruiting Older Workers Checklist include: 1. Age-Inclusive Language: This checklist emphasizes the importance of utilizing age-inclusive language in job advertisements, descriptions, and recruitment materials, ensuring that older workers feel valued and welcomed. 2. Adapted Hiring Practices: This checklist provides guidance on modifying hiring practices accommodating older workers, such as offering flexible work arrangements, accommodating physical limitations, and considering alternative qualification standards. 3. Skills Assessment: Employers are encouraged to review and reassess their job requirements, considering transferable skills and prior experience rather than solely relying on formal qualifications. The checklist offers recommendations for identifying relevant skills and experiences of older workers. 4. Age Bias Training: To promote a fair and inclusive workplace, the checklist suggests providing age bias training to hiring managers and recruiters. This helps in increasing awareness about personal biases and eliminating discriminatory practices during the recruitment process. 5. Networking and Outreach: Utilizing a diverse range of recruitment methods, such as joining job fairs, partnering with community organizations, and participating in mature job seeker programs, is highlighted in the checklist. These activities help employers connect with the mature workforce and establish strong networks. 6. Creating Age-Friendly Workplaces: The checklist offers suggestions for fostering an age-friendly work environment, including providing training opportunities, mentorship programs, and opportunities for growth and advancement. Variations of the Oklahoma Recruiting Older Workers Checklist may include specialized versions aimed at specific industries, such as healthcare, technology, or manufacturing. These industry-specific checklists provide tailored strategies to attract older workers within those sectors by addressing unique skills and requirements. Overall, the Oklahoma Recruiting Older Workers Checklist serves as a valuable resource, providing employers with practical steps and recommendations to successfully recruit, integrate, and retain older workers in their organizations.
Oklahoma Recruiting Older Workers Checklist
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FAQ
Lack of flexibility Mature employees tend to be more rigid and less flexible. This one is a big drawback because more experienced hires can often be fairly fixed in their way of working. They are less able to adapt to new or changing environments.
Which federal law(s) cover older workers? The Age Discrimination in Employment Act (ADEA) protects individuals who are 40 years of age or older from age based employment discrimination.
The main challenges when it comes to the aging workforce include bias, absenteeism, trying to get (some of) them to postpone their retirement, and succession.
Creative Ways to Attract and Retain Older WorkersRecognize the Benefits of Older Workers.Look to Recruit Older Workers.Offer Appealing Benefits.Offer Reasonable Accommodations.Provide Scheduling Options.Make Older Workers Feel Valued.Offer Older Workers Additional Training.Propose Phased Retirement.
Older workers identified stress, lack of support, physical demands and overemphasis on qualifications as barriers to their participation. Maintaining a healthy lifestyle, having a passion for work, and education were factors that participants identified as supporting continued work.
Creative Ways to Attract and Retain Older WorkersRecognize the Benefits of Older Workers.Look to Recruit Older Workers.Offer Appealing Benefits.Offer Reasonable Accommodations.Provide Scheduling Options.Make Older Workers Feel Valued.Offer Older Workers Additional Training.Propose Phased Retirement.
Research shows that older employees are more likely to show up to work on time, and less likely to call in sick. Older workers also do not switch jobs as often as their younger colleagues. Older employees shine when it comes to maturity and professionalism resulting in a strong work ethic.
While the age of 40 is frequently used based on the United States Age Discrimination in Employment Act of 1967 (ADEA), organization decision markers identify older workers as those who reached the age of 52 years (McCarthy et al., 2014) .
Here we provide a list of suggestions:Give older people titles and roles that let them contribute their expertise.Offer accommodations for flexible work.Look at pay equity by job and level, not tenure.Bring age diversity into your DEI programs.Give older workers managerial roles, supervisor roles, and mentor roles.More items...?
In general, you may not consider an applicant's age when making hiring decisions. There are limited exceptions to this rule. In limited circumstances, you may consider an applicant's age when making hiring decisions. You may give special hiring preference to applicants because of their older age.