If you are looking for a highly talented and experienced employee you want to be sure that you think about what such people want. It is not as easy as it may seem to attract the older workers. You have to use effective recruiting practices and understand the fact that someone with a lot of experience will want more things than those that just start climbing the career ladder.  Creating an effective recruitment marketing plan is necessary to help you reduce costs, time and energy by hiring the best candidate that fits the vacant position available in your company.

Choose Job Posting Wording Carefully

Words are really important. You want to be sure that you adapt the job posting to the best potential candidate. In most cases businesses just use the exact same wording for all opened positions. This is a mistake. You want to add things like “flexible schedule”, “being able to work from home” or similar to attract the older, more experienced and picky potential employees.

Choose Modern Recruiting Channels

The really experienced workers do not solely rely on the regular channels that people use when they look for jobs. For instance, those that are interested in high flexibility will have profiles set up on ShiftPixy and similar websites/applications. When you want to recruit some specific talent, you need to know where that talent spends time. If you notice that qualified professionals that fit your wishes and needs are present on a specific platform, it is where you absolutely have to advertise.

Let Interviewees Know Why They Did Not Get The Job

This is a really common mistake among most businesses from around the world. While it is not really a problem when looking for entry-level staff, as you try to recruit really experienced staff, it can quickly turn into a huge problem.

As an example, if you do not mention that an older candidate did not receive the job because of reason X, the person can easily think the problem is age. This can easily then be highlighted online as the candidate warns other older candidates that they will not get the job because of their job, even if this is incorrect.

Follow-up is really important. Do contact all the interviewees and let them know why someone else was chosen. A failure to do this can easily lead to having the company’s reputation damaged.

Do Not Make Assumptions

You should never make assumptions as you interview someone, especially about salaries they would be happy with. In many situations older employees would agree to lower salaries under specific situations. It is really important that you understand the fact that with experience comes higher maturity. The mature candidate is not actually interested solely on how much money will be made. There are various other facts that are taken into account. Older workers normally look for long-term opportunities and benefits.


Take the necessary time to fully understand what the experienced candidates are looking for. This is basically the best thing you can do in order to be sure you are going to find those that will perform the work at the highest possible quality standard.