Seniors are not
period
They can be a great resource
This article contains
Released May 2025
Why seniors should be part of your attraction strategy
We often talk about the “war for talent” – but too rarely do we talk about where we’re looking. Too many companies overlook one of the most stable, loyal and competent target groups we have in the labor market: seniors.
And no – it’s not about “being nice” or being socially responsible. It’s about business. About thinking strategically. And about harnessing the full potential of your workforce.
Why are seniors often overlooked?
Many SMEs don’t have a proper strategy for attracting seniors. This could be due to prejudices, unconscious bias – or just the hustle and bustle of an everyday life where HR, like many others, has scarce resources. Unfortunately, this means we’re missing out on employees who often:
- Have years of experience and can complete tasks faster and with fewer errors
- Creates stability and calm inthe team – and often acts as an informal culture carrier
- Have maturity in collaboration andthe ability to handle conflict or complexity
- Has low job-hopping tendency andoften high loyalty to employer
So why not invite them in instead of ignoring them?
How do you get started?
You don’t have to create a 20-page “senior policy” and new branding strategy to get started. But you can take small, deliberate steps that open up new opportunities.
1. Make flexibility part of your offer
Seniors often ask for a flexible work environment: reduced hours, meaningful tasks, the opportunity to step back without stepping out completely. Make it clear that you’re open to it – already in your job posting.
2. Take a close look at your job text
Is it full of buzzwords, speed and foosball? Then you may be subconsciously signaling that the job is not for someone with experience and calm. Instead, talk about professional ambition, knowledge sharing and cross-generational collaboration.
3. Use networking - not just posting
Seniors are often not the ones sitting at the ready on job portals. But they’re not far away. Network, ask your team and think more direct in your approach. A phone call or a coffee meeting can be enough.
4. Think about shorter engagements too
A senior doesn’t necessarily have to be employed full-time. Many SMEs are successfully using seniors as consultants, project managers or mentors – maybe just 1-2 days a week. It provides flexibility and value without breaking the budget.