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Five smart
reasons to hire 50+
AARP®
study shows how 50+ workers
are critical to your business success.
Demand,
say “hello” to supply
•	 From 2002 to 2022, the number of workers
age 50+ is expected to increase by 62%.1
•	 By 2022, the number of workers age 50+
will constitute 35% of the workforce.1
47% 39% 36%
Candidates lacking
technical competencies/
hard skills
Candidates lacking
workplace competencies/
soft skills
A lack of available
candidates
40% of U.S. employers report difficulty filling jobs.2
Specifically, they report a talent gap due to:
1
Source: Aon Hewitt analysis of Bureau of Labor Statistics data, and Mitra Toosie, Monthly Labor Review, December 2013
2
Source: ManpowerGroup 2014 Talent Shortage Survey
The costs are
less than you think
Value
•	 Workers age 50+ add value to
organizations due to their high
levels of engagement, stability,
productivity, and experience.1
•	 50+ workers are a critical component
of a multigenerational
workforce.2
Cost
•	 Recent trends in compensation and
benefits have diminished the relationship
between age and labor costs to the point
that age is no longer a significant factor.3
•	 Employer-paid health care costs are
growing more slowly for 50+
workers. From 2003 to 2011,
employer claims costs rose
by 8.0% for workers ages
35-39, compared to 5.7%
for workers ages 55-59.4
1
Source: Establishing the Positive Contributory Value of Older Workers: A Positive Psychology Perspective 2005.
2
Source: Wall Street Journal article, “There’s No Age Requirement for Innovation”
3
Source: Aon Hewitt’s Benefit SpecSelect™ database and Aon Hewitt analysis of Truven Health Analytics data
4
Source: Aon Hewitt analysis of Truven Health Analytics data
VALUE
VS
$
COST
EXPERIENCE
MATURITY
K N O W L E D G E
Turns out, age ISN’T
just a number(it’s a lot more than that)
A 2014 survey of more than 700 employers revealed the
following beliefs regarding the value of older workers:
87% 86% 82% 69% 59%
Valuable resource
for training and
mentoring
Important source
of institutional
knowledge
More knowledge,
wisdom and life
experience
More responsible,
reliable and
dependable
More adept at
problem solving
Source: Transamerica. “Baby Boomers Are Revolutionizing Retirement: Are They And Their Employers Ready?” December 2014
Every day is “bring your
commitment to work”day
•	 65% of employees age 55+ in large companies
are engaged, compared to 58-60% of employees
under age 55.1
•	 81% of workers age 55+ are “motivated”—
meaning they say that they exert extra effort
and contribute more than is normally required in
their job — compared to 77% of workers 25-54.1
•	 Business or work units that scored in the top
quartile on employee engagement are 21% more
productive, have 22% higher profitability, and
experience 37% less absenteeism when
compared to those in the bottom quartile.2
Employee engagement
65%
55+
58-60%
Under 55
1
Source: Aon Hewitt Engagement Database 2009-2013
2
Source: Engagement at Work: Its Effect on Performance Continues in Tough Economic Times, Gallup Inc. 2013
The result?
Sustained productivity and innovation
leads to stronger business results.
Staying power – the 50+
are sticking around, and not
just for financial reasons
•	 45% of workers 45+ expect to retire at 65 or
younger, compared to 62% in 2004.1
•	 71% of workers 45+ report “enjoying the
job” as a major factor in their decision to
work, second only to financial reasons.2
•	 Retaining older workers reduces the one-
time costs of turnover that can go as high
as $31,700 or more per employee — in fact,
unexpected turnover may cost 1.5 to 2 times
more than expected turnover.3
Percentage of workers
that pose a risk of
unexpected turnover4
49%
29%
Under 50 50+
1
Source: Employee Benefit Research Institute and Greenwald & Associates, 2004 and 2014 Retirement Confidence Surveys
2
Source: Staying Ahead of the Curve 2013: The AARP Work and Career Study
3
Source: Aon Hewitt estimates
4
Source: Aon Hewitt Engagement Database 2009-2013; 2014 analysis by Aon Hewitt
Ready to rethink your
hiring strategies?
Questions? Contact Heather Tinsley-Fix at HTinsley-Fix@aarp.org
Source: A Business Case for Workers Age 50+: A Look at the Value of Experience 2015
Download the full report at www.aarp.org/businesscaseforworkers50plus.

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5 Reasons to Hire 50+

  • 1. Five smart reasons to hire 50+ AARP® study shows how 50+ workers are critical to your business success.
  • 2. Demand, say “hello” to supply • From 2002 to 2022, the number of workers age 50+ is expected to increase by 62%.1 • By 2022, the number of workers age 50+ will constitute 35% of the workforce.1 47% 39% 36% Candidates lacking technical competencies/ hard skills Candidates lacking workplace competencies/ soft skills A lack of available candidates 40% of U.S. employers report difficulty filling jobs.2 Specifically, they report a talent gap due to: 1 Source: Aon Hewitt analysis of Bureau of Labor Statistics data, and Mitra Toosie, Monthly Labor Review, December 2013 2 Source: ManpowerGroup 2014 Talent Shortage Survey
  • 3. The costs are less than you think Value • Workers age 50+ add value to organizations due to their high levels of engagement, stability, productivity, and experience.1 • 50+ workers are a critical component of a multigenerational workforce.2 Cost • Recent trends in compensation and benefits have diminished the relationship between age and labor costs to the point that age is no longer a significant factor.3 • Employer-paid health care costs are growing more slowly for 50+ workers. From 2003 to 2011, employer claims costs rose by 8.0% for workers ages 35-39, compared to 5.7% for workers ages 55-59.4 1 Source: Establishing the Positive Contributory Value of Older Workers: A Positive Psychology Perspective 2005. 2 Source: Wall Street Journal article, “There’s No Age Requirement for Innovation” 3 Source: Aon Hewitt’s Benefit SpecSelect™ database and Aon Hewitt analysis of Truven Health Analytics data 4 Source: Aon Hewitt analysis of Truven Health Analytics data VALUE VS $ COST EXPERIENCE MATURITY K N O W L E D G E
  • 4. Turns out, age ISN’T just a number(it’s a lot more than that) A 2014 survey of more than 700 employers revealed the following beliefs regarding the value of older workers: 87% 86% 82% 69% 59% Valuable resource for training and mentoring Important source of institutional knowledge More knowledge, wisdom and life experience More responsible, reliable and dependable More adept at problem solving Source: Transamerica. “Baby Boomers Are Revolutionizing Retirement: Are They And Their Employers Ready?” December 2014
  • 5. Every day is “bring your commitment to work”day • 65% of employees age 55+ in large companies are engaged, compared to 58-60% of employees under age 55.1 • 81% of workers age 55+ are “motivated”— meaning they say that they exert extra effort and contribute more than is normally required in their job — compared to 77% of workers 25-54.1 • Business or work units that scored in the top quartile on employee engagement are 21% more productive, have 22% higher profitability, and experience 37% less absenteeism when compared to those in the bottom quartile.2 Employee engagement 65% 55+ 58-60% Under 55 1 Source: Aon Hewitt Engagement Database 2009-2013 2 Source: Engagement at Work: Its Effect on Performance Continues in Tough Economic Times, Gallup Inc. 2013 The result? Sustained productivity and innovation leads to stronger business results.
  • 6. Staying power – the 50+ are sticking around, and not just for financial reasons • 45% of workers 45+ expect to retire at 65 or younger, compared to 62% in 2004.1 • 71% of workers 45+ report “enjoying the job” as a major factor in their decision to work, second only to financial reasons.2 • Retaining older workers reduces the one- time costs of turnover that can go as high as $31,700 or more per employee — in fact, unexpected turnover may cost 1.5 to 2 times more than expected turnover.3 Percentage of workers that pose a risk of unexpected turnover4 49% 29% Under 50 50+ 1 Source: Employee Benefit Research Institute and Greenwald & Associates, 2004 and 2014 Retirement Confidence Surveys 2 Source: Staying Ahead of the Curve 2013: The AARP Work and Career Study 3 Source: Aon Hewitt estimates 4 Source: Aon Hewitt Engagement Database 2009-2013; 2014 analysis by Aon Hewitt
  • 7. Ready to rethink your hiring strategies? Questions? Contact Heather Tinsley-Fix at HTinsley-Fix@aarp.org Source: A Business Case for Workers Age 50+: A Look at the Value of Experience 2015 Download the full report at www.aarp.org/businesscaseforworkers50plus.