Talent Tightening

June 15, 2010

Part of the reason the cost to fill a job position has risen this year is what the Society for Human Resources Management (SHRM) calls the Baby Boomer retirement wave. As stated in SHRM’s 2008 Workplace Forecast (a new edition is due out shortly) “Employers will somehow need to replace the knowledge and skills of the departing Baby Boomers as the loss of this generation of workers represents a future potential staffing challenge of major proportions that is already beginning to be felt. Perhaps because the beginning of the retirement wave is now officially under way, this issue has moved up the list of top trends from previous years’ surveys and is now considered by HR professionals to be one of the most important overall trends to influence the workplace. . .” The kinds of skill sets needed to replace the departing Boomers aren’t easily found on campuses and job boards. These men and women have decades of experience and expertise. Replacing them is an exacting, time-consuming chore. As the proportion of these kinds of job openings increases, the cost to fill them will as well.

At Teneotalent.com, we are in the business of matching talent with jobs for long-term fits by way of using assessments for both jobseekers and employers.


{ 1 comment… read it below or add one }

Jan Evans June 16, 2010 at 6:29 pm

If this is true, why are so many experienced people (over 50 candidate) being passed over for the younger less esperienced candidate. It appears they are passing up the value of the baby-boomer to help train and transition the workforce. There is a Linkedin Group for the 50 plus and with comments daily on the problem they have at securing employment. I am in this group and have been on numerous job interviews and have been asked: … And how long to you plan on working? They all admit that I have a tremendous amount of expereince and accomplishments, but gives them the right to ask that question. The average worker in today’s workforce only stays with a company for 5 years – so what is the difference if I or anyone over 50 would like to retire in 5 years. I will certainly give them more notice that the 30 something employee that is leaving for a better opportunity.

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