Age discrimination in hiring practices remains an issue in some countries despite an increased awareness globally and with many markets moving toward better protections. A significant number of global candidates perceive the pinch of age—at both ends of the spectrum—as a challenge to their career aspirations. What candidates may not realize, however, is that some organizations are embracing generational diversity as a way to overcome the talent shortage. They are hiring boomerang workers (retirees) to fill open positions and view the group as an untapped source of talent.

Boomerang workers are a valuable workforce in their own right. From providing unique skill sets to meeting just-in-time staffing needs of companies, boomerang workers can be an economical, loyal and dedicated talent pool from which to draw. The hospitality, retail and call center industries were among the first to pioneer initiatives that engage these populations and enhance their employer and customer brands in the process. Generational diversity is one more tool in the diversity toolbox that savvy companies can employ to maintain competitive advantage in today’s global search for the recruitment and retention of top talent. To better understand how employers can leverage global candidate preferences and perceptions, ManpowerGroup Solutions, the world’s largest Recruitment Process Outsourcing (RPO) provider, surveyed nearly 4,500 job seekers. The fourth in the series, this report explores one of the biggest career advancement challenges global candidates face: ageism. The research results also highlight the fact that ageism remains an often undiscussed problem for multi-national corporations, as well as why a generationally diverse workforce can enhance business success. The full report: Boomerang workers