HRM textbook

CHAPTER 5 PERSONNEL PLANNING AND RECRUITING 163
at the beginning or end of the day)
around which to build their workdays.
The problem is that for many
single parents this limited flexibility
may not be enough in the face of the
conflicting work home pressures
that many face. CNN even offered a
Work/Life Balance Calculator (www.
cnn.com/2008/LIVING/worklife/06/
04/balance.calculator/) to assess how
far out of balance one s life may be. 119
Flexible work schedules and
child-care benefits are thus just two
big single-parent magnets. In addition,
surveys suggest that a supportive
attitude on the supervisor s part can
go far toward making the single
parent s work home balancing act
more bearable.
Older Workers
When it comes to hiring older workers,
employers don t have much
choice. 120 Over the next few years,
Not just single parents, but also their children
may occasionally need some extra support.
the fastest-growing labor force segment will be those from 45 to 64 years old. Those
age 25 to 34 will decline by almost 3 million, reflecting fewer births in the late 1960s
and early 1970s. On the positive side, a survey by AARP and SHRM concluded that
older workers tend to have lower absenteeism rates, more reliability, and better work
habits than younger workers. 121 Firms like Home Depot capitalize on this by hiring
older employees, who serve as a powerful draw to baby boomer shoppers by
mirroring their knowledge and perspective. 122
It therefore makes sense for employers to encourage older workers to stay (or to
come to work at the company). Doing so involves several things. The big one is probably
to provide opportunities for flexible (and often abbreviated) work schedules.
One survey found that flexibility was the main concern for 71% of baby boomers,
with those who continue working preferring to do so part time. 123 At one company,
workers over 65 can progressively shorten their work schedules; another company
uses mini shifts to accommodate those interested in working less than full time.
Other suggestions include the following:
* Phased retirement that allows workers to ease out of the workforce.
* Portable jobs for snowbirds who wish to live in warmer climates in the winter.
* Part-time projects for retirees.
* Full benefits for part-timers. 124
As always in recruiting, projecting the right image is essential. For example, one
study found that writing the ad so that it sent the message we re older-worker
friendly was important. The most effective ads emphasized schedule flexibility, and
accentuated the firm s equal opportunity employment statement. This was much
more effective than adding statements alluding to giving retirees opportunities
to transfer their knowledge to the new work setting. 125
Recruiting Minorities
The same prescriptions that apply to recruiting older workers apply to recruiting
minorities. In practice, this requires a three-part effort: Understand the recruitment
barriers, formulate the required recruitment plans, and institute the specific
day-to-day programs. 126
Source: Mel Yates/Getty Images USA, Inc.