By Phyllis Segal
Encore.org has some practical ideas for employers interested in effectively tapping this human resource – by identifying workforce needs well-matched to encore talent and successfully recruiting, on-boarding and retaining experienced workers seeking encore positions that combine meaning and social impact.
- Rely on organizations that recruit encore talent. For example, use an intermediary “encore employee agency” like ReServe to find potential encore candidates.
- Create opportunities for encore internships and fellowships to complete high impact projects and provide low-risk practical experience that demonstrates how encore talent can help.
- Think creatively about potential new roles, restructured jobs and ways to give employees of all ages the flexibility they want and need.
- Be intentional about creating a diverse, multigenerational workforce and a workplace culture that respects, appreciates and comes to expect the benefits of a staff that includes all ages.
- Train human-resources staff who screen resumés to look carefully at nontraditional candidates; help them understand the potential power of valuable life experience.
- Partner with others – for example, nonprofit associations or local educational institutions – to provide training that can help close gaps in technology skills.
- Encourage corporations to support encore transitions through retirement planning, service learning opportunities, life coaching and outplacement assistance. Intel is a pioneer in this area, offering encore fellowships to all retiring workers.
To learn about organizations that are part of the Encore Network, supplying encore talent to employers locally and nationally, click here.
Phyllis Segal, Encore.org Vice President, leads initiatives and action-oriented research aimed at developing high-impact encore opportunities in the nonprofit and government sectors.