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A number of factors, including the economy and older workers’ desire to not bail out of the workforce entirely, has made retiree re-staffing an emerging trend. This series examines the trend and provides ways that recruiters can take advantage of it.

Our last blog post focused on older workers who would like to retire, but find themselves unable to due to the damage the recession did to their investments and the value of their homes. But not all retirees have to be dragged kicking and screaming back to the workforce. Many just aren’t ready to give up their careers entirely and would prefer to “ease into” retirement.

According to recruiter and industry trainer Barb Bruno, CPC/CTS, of Good as Gold Training, Inc., older workers thrive on challenge and are competitive, defining themselves by their professional accomplishments. So it should come as no surprise that they are reluctant to leave something that is such a big part of their lives in the dust without looking back.

Bruno should know. Her own husband has started two new careers since retiring in 2003 from a 40-year career in staffing and recruiting. Tony Bruno’s most recent endeavor in insurance was even featured in an article by The (Northwest Indiana ) Times, in which his new bosses refer to him as their “bulldog” because of his work ethic, determination, and reliability.

After leaving recruiting, Bruno started an antique business from which he also eventually retired. He decided to get back in the game again when he experienced roadblocks trying to purchase a supplemental insurance policy for himself. The experience inspired him to go into insurance to help older people obtain policies without the hassles he ran into.

“I started working the only way I know how to work – 12 to 14 hours a day and smashing records,” he said. ”I’m relentless. I don’t quit until I get it done.”

Do you have clients who would love a worker who came in with that type of attitude? Well, according to the American Association of Retired Persons (AARP), there is a new person retiring every six seconds, and many of them may be as reluctant as Tony Bruno to stay idle. Your job? To find the ones willing to do contract work and offer them as a solution to your clients’ staffing needs. This is a win for the client, the candidate (retiree), and you, the recruiter. Contract income adds up because you get paid for every hour the candidate works, too. So all you need to do is find yourself some retired contract candidates and contract job orders and start cashing in!

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