What Makes Older Job-Seekers Attractive to Employers?

Heyma, Arjan; Werff, S. van der; Nauta, A.; Sloten, Guurtje van

doi:10.1007/s10645-014-9239-3

Cited by 21 publications

(18 citation statements)

References 37 publications

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“…However, we do observe that older employers are slightly less likely to rehire employees after mandatory retirement than younger employers. This is in marked contrast to the results found by Heyma et al (2014), who find that older Dutch managers are more likely than younger managers to hire older job seekers. However, they limit their attention to job seekers below the age of 65, which may indicate a distinction in the minds of managers and employers between older job seekers and retirees looking for a bridge job.…”

Section: Resultscontrasting

confidence: 99%

How Likely are Employers to Rehire Older Workers After Mandatory Retirement? A Vignette Study Among Managers

et al. 2014

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With a vignette experiment among Dutch managers we examine employers' considerations in the decision to rehire employees after mandatory retirement. We specifically focus on the effects of the employee's downward wage flexibility (i.e., the willingness to accept a lower wage) and contract flexibility (i.e., preference for a contract which allows flexible hours or employment). 2The results show that employers are strongly affected by employees who offer to work for a significant lower wage, but not by the employees' preference for a particular labor contract.Employers are overall quite disinclined to rehire employees after mandatory retirement, although large differences exist between employees. Part of these differences can be explained by managers having higher retirement age norms (i.e., the maximum age at which employers consider employees suited for work in their organization).

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Section: Resultscontrasting

confidence: 99%

How Likely are Employers to Rehire Older Workers After Mandatory Retirement? A Vignette Study Among Managers

et al. 2014

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“…These problems stem from both the demand and the supply side. For a number of reasons, many companies are reluctant to hire older workers (Daniel and Heywood, 2007;Heyma et al, 2014;Heywood et al, 2010;Ilmakunnas and Ilmakunnas, 2014). Moreover, older unemployed are often characterized by multiple placement constraints: they are often affected by problems such as bad health, a lack of mobility, low levels of formal education, skill obsolescence and a long history of unsuccessful attempts at returning to work.…”

Section: Introductionmentioning

confidence: 99%

Coaching, Counseling, Case-Working: Do They Help the Older Unemployed Out of Benefit Receipt and Back Into the Labor Market?

Boockmann

Brändle

2019

German Economic Review

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Intensified counseling, job search assistance and related policies have been found to be effective for labor market integration of the unemployed by a large number of studies, but the evidence for older and hard‐to‐place unemployed is more mixed. In this paper, we present key results for a large‐scale active labor market program directed at the older unemployed in Germany. To identify the treatment effects, we exploit regional variation in program participation. We use a combination of different evaluation estimators to check the sensitivity of the results to selection, substitution and local labor market effects. We find positive effects of the program in the range of 5–10 percentage points on integration into unsubsidized employment. However, there are also substantial lock‐in effects, such that program participants have a higher probability of remaining on public welfare benefit receipt for up to 1 year after commencing the program.

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“…A small proportion of research in the bridge employment area has examined the expectations of employers in attracting bridge employees, and of employees in engaging in bridge employment [7]. People re-arrive the workforce after retirement for several reasons, employers should consider these reasons of potential employees in an effort to maximize the worth of their human capital [19].…”

Section: Literature Reviewmentioning

confidence: 99%

“…A small stream of research in the bridge employment scope has examined the expectations of employers in engaging bridge employees, and of employees in involving in bridge employment [6,7,8]. Given benefits of bridge employment at organizational and individual levels, several researchers called for research on the mechanism leading extremely skilled older coworkers to decide to chase their jobs by holding a career bridge employment rather than to choose to fully retire [9].…”

Section: Introductionmentioning

confidence: 99%

Factors Influencing Bridge Employment Engagement: With Reference on Health Sector in Sri Lanka

Senasinghe

Sachitra

2020

SAJSSE

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Purpose: Ageing population will eventually have a dramatic effect on the country’s economy, as it influences on the size of the labor force available. Indorsing longer working lives by encouraging retirees back to the work force has been encouraged by many as a viable option to combat this issue and one way to do this is through bridge employment. Bridge employment is paid work undertaken after retirement from the main vocation but before leaving the labor force completely. The aim of this study is to identify factors influencing bridge employment in health sector in Sri Lanka. Design: Comparing developed and developing context literatures, the study focused on how job-related factors (financial motives and organizational environment) and the societal-level factors (personal fulfillment and social relationship) affect to the bridge employment. Quantitative approach was used. Primary data were collected through a questionnaire survey. To fulfill the study aim, 296 employees representing doctors and nurses, were taken as the sample of this study. Findings: The binary logistic regression analysis results indicated that 21.9 per cent variation of the bridge employment can be explained by organizational environment, financial motives, social relationship and personal fulfillment. Among the factors, personal fulfillment, social relationship and organizational environment were significant determinants of bridge employment in health sector in Sri Lanka. Financial motive was not a significant predictor on bridge employment engagement. Research Implications: The study findings can aid to healthcare centers and pharmaceutical industry as great opportunity in gaining expertise knowledge of bridge employees by understanding influences of personal fulfillment, social relationship and organizational environment factors on their expectations. Further, the findings will be useful to local and global human resources specialists to access and evaluate the research findings to develop new HRM practices based on bride employment. Limitations: The responsiveness of older employees to providing data, is below than the expected responsiveness.

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What Makes Older Job-Seekers Attractive to Employers?

Cited by 21 publications

References 37 publications

How Likely are Employers to Rehire Older Workers After Mandatory Retirement? A Vignette Study Among Managers

How Likely are Employers to Rehire Older Workers After Mandatory Retirement? A Vignette Study Among Managers

Coaching, Counseling, Case-Working: Do They Help the Older Unemployed Out of Benefit Receipt and Back Into the Labor Market?

Factors Influencing Bridge Employment Engagement: With Reference on Health Sector in Sri Lanka

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