Are You Looking for Young, Bright, Energetic New Hires?

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The 65 to 74 age population and the 75 and older age groups are projected to have growth rates in the workplace of 55% and 86%. That's a huge opportunity for organizations, isn't it? So when we talk about older workers to day, i laugh when people think of that they're like, willye, i could hire them for, you know, security guards a walmart,. greeders. They kind are there because you need a body there. The world is very different now. Aside from the fact that we don't have such bices in our minds,you know, we have older workers who can actually contribute and who want to contribute.

Johnny Taylor, Jr.: Reset Johnny Taylor, Jr. is President and CEO of SHRM, the Society for Human Resource Management. Johnny is frequently asked to testify before Congress on critical workforce issues and authors a weekly column, "Ask HR," in USA Today. Johnny was chairman of the President's Advisory Board on Historically Black Colleges and Universities and served as a member of the White House American Workforce Policy Advisory Board during the Trump Administration. He is the author of the new book Reset: A Leader’s Guide to Work in an Age of Upheaval*. In this conversation, Johnny and I highlight the current challenges in discovering talent and the populations that have been historically overlooked. We discuss what SHRM’s research and experience are showing to help leaders make better decisions on finding talent. Plus, we explore how to best handle incentives, so that we create the kind of culture that we will value inside our organizations. Key Points Both line managers in organizations and human resource professionals agree: finding a deep enough talent pool is a big problem. Historically, attracting overlooked talent felt right, but may not have been essential to be competitive. Those times are ending for most organizations. Studies show that organizations who discover talent in older workers, differently abled workers, veterans, the formerly incarcerated, people of color, and LGBTQ populations see positive, long-term results. The incentives for finding overlooked talent often are transactional. To ensure sustainability, leaders must establish this as a value in their organizations. Resources Mentioned Reset: A Leader’s Guide to Work in an Age of Upheaval* by Johnny Taylor, Jr. Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Get the Ideal Team Player, with Patrick Lencioni (episode 301) Hire the Formerly Incarcerated, with Shelley Winner (episode 447) How to Support Women of Color, with Minda Harts (episode 506) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic.