Publication Type
Book Chapter
Publication Date
4-2012
Abstract
Abstract This chapter reviews five key components,of the recruitment process with regard to an aging workforce. First, targeted recruitment entails that organizations understand the needs, preferences, and strengths of older workers. Second, the recruitment message should communicate job and organizational characteristics that are attractive to older jobseekers. Third, the recruitment source should be consistent with the media useand job search behaviors of older jobseekers. Fourth, the characteristics and behaviors of recruiters play an essential role in the recruitment of older applicants. Finally, organizations need to convey an attractive image of themselves as employers for older workers. Throughout the chapter, best practices are contrasted with available research evidence, and directions for future research are outlined.
Keywords
Recruitment, Organizational Attraction, Recruitment Source, Recruitment Message, Recruiters, Organizational Image, Older Workers, Older Jobseekers, Aging Workforce
Discipline
Human Resources Management | Organizational Behavior and Theory
Research Areas
Organisational Behaviour and Human Resources
Publication
HEDGE, J. W.; BORMAN, W. C.
Editor
Oxford Handbook of Work and Aging
First Page
380
Last Page
391
ISBN
9780195385052
Identifier
10.1093/oxfordhb/9780195385052.013.0121
Publisher
Oxford University Press
City or Country
England, UK
Citation
LIEVENS, Filip; GREET, Van Hoye; and ZACHER, Hannes.
The recruiting and hiring of older workers. (2012). HEDGE, J. W.; BORMAN, W. C.. 380-391.
Available at: https://ink.library.smu.edu.sg/lkcsb_research/5810
Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-No Derivative Works 4.0 International License.
Additional URL
https://doi.org/10.1093/oxfordhb/9780195385052.013.0121