WITH an ageing population, there simply is no other better way than to continue to engage seniors who are able to continue contributing to the business ("Helping seniors to remain engaged"; Tuesday). I fail to see why hiring managers do not embrace this simple talent deployment strategy.
Those nearing retirement age can adopt three simple strategies to better ensure they remain attractive to employers.
First, they must keep themselves physically and mentally healthy. They are of not much use to employers if they are sick or lack the energy and self-motivation to do a decent day's work.
A positive mindset and a "can do" attitude never fail to impress me.
Don't know the answer? Go find out, and come back to finish off that piece of work. Do not ever give the excuse that one is old and therefore needs help - in short, be a "low-maintenance" employee.
Second, seniors must make sure their knowledge and skill sets are up to date and relevant. Yes, they should invest and pay for their own training and development if they have to.
Third, they must be proactive in building and nurturing their network of contacts.
It helps to identify a set of advocates who will support them when the time comes for that discussion with their employer about continuing to work beyond retirement age.
This network extends beyond their employer, to the industry. And if the employer does not wish to extend their employment, they can offer their services to a business competitor - that could well work.
The bottom line is, seniors owe it to themselves and their families to take charge of maintaining their own employability.