ABSTRACT
The forecast labor force shortages of employees who can fill key organizational positions suggest that firms which engage in active recruitment and retention activities will be at an advantage when competing for skilled older workers. In this chapter, recruitment and retention is viewed as a four-stage process. The first stage, workforce planning, entails identification of those organizational positions that may be most impacted by the upcoming wave of retirements. The second stage is program design, and the characteristics of recruitment and retirement interventions that are most appealing to the company and to older workers are discussed. The third phase, implementation, involves a consideration of the climate for change within the firm and the aspects of program design that are important to consider when executing the planned intervention. The fourth phase involves the evaluation or assessment of program success. Data from this final assessment phase may inform revisions of the planning, design, and implementation phases and enhance the success of interventions designed to recruit and retain older workers.
