The U.S. workforce is aging more drastically than ever before.

The Transiti

on

Baby-Boomers

This means retirement trends will be at an all time high.

These shifts are going to affect the current retirees, the current workforce, the

children, the economy.

These shifts are going to affect

One Baby-Boomer reaches 50…

That is around 11,960 people a day

That’s 4 MILLION per year!

In 2001, 28% of the population (77 million) Americans were 50 and older.

By 2020 that segment will be 36% of the population.

In just 5 years…1 out of 5 working individualswill be over 50 years old.

More Specifically…

US department of defense has 675,000civilian workers.

In the next 6 years 75% are expected to

retire.

In the next 4 years 1/3 of all secondary school teachers are

expected to retire

At NASA # of engineers older than 60 outnumber # less than 30 by:

3 to 1

Oil and Gas Industry

Oil and Gas production is expected to

lose 60% of workforce in next

4 years

Specifically @ A Marketing Manager at General Mills

retires

Taking with them 30 years of knowledge

It will cost $MILLION$ to re-learn this information

Bridging the Gap

• A large talent and experience gap exists between retiring Baby-Boomers and their ultimate replacements.

• To account for this gap, recruiters should use : look to hire individuals with mid-level experience for immediate contributions.

succession planning

Knowledge Transfer

• We will be challenged to facilitate the transfer of valuable knowledge/skills from retirees towards their replacements

• Effective completion of this task will require and .

• What are some proven methods?

innovation

creativity

of Knowledge

Prior to Retirement…• Implement & encourage mentoring

relationships, leadership programs, and networking.

• Create age-diverse work groups

Post-Retirement…• Offer flex-time and part-time options• Conduct knowledge-related interviews and

utilize material for future university and online courses

Communication

Can Bridge the Gap!!!!!