FAQ

Employer

1. Why do I have to hire senior workers?


At the backdrop of chasing younger generation to fill outstanding job vacancies, retirees would present themselves as an alternate source. Elderlies would contribute from stability and interpersonal perspectives.




2. Senior workers would drain our insurance premium.


For large organizations, the insurance premium is based on the entire workforce, which at the present moment, is dominated by younger workers and hence the addition of a few dozens or even hundreds of aged workers would not be affect the insurance premium that much.




3. As this is their second career, they will be less committed than the young and ambitious workers we get used to.


At this juncture of their “career life”, silver population comes across with good EQ and minimal upward mobility expectations from their new role. Once committed, elderlies bring with them not only their invaluable experience depth but more importantly their dedication and persistency pivotal to the company success.




4. The senior workers would probably compare the meagre salary level with what they earned from their pre-retirement job.


Retirees are somewhat flexible with their compensation expectations. In exchange for a comparable salary level like their pre-retirement role, they value teamwork and pride while contributing back to the society at their senior age.




5. There is a cultural gap between different age groups if elderlies are hired into a young workforce.


Equipped with many years of lifelong experience, older talent would be able to lead, coach and mentor the younger colleagues at a peer level. It will be a two-way street where different age groups could learn from each other while bringing the parties closer together.





Employer

1. Why do I have to hire senior workers?


At the backdrop of chasing younger generation to fill outstanding job vacancies, retirees would present themselves as an alternate source. Elderlies would contribute from stability and interpersonal perspectives.




2. Senior workers would drain our insurance premium.


For large organizations, the insurance premium is based on the entire workforce, which at the present moment, is dominated by younger workers and hence the addition of a few dozens or even hundreds of aged workers would not be affect the insurance premium that much.




3. As this is their second career, they will be less committed than the young and ambitious workers we get used to.


At this juncture of their “career life”, silver population comes across with good EQ and minimal upward mobility expectations from their new role. Once committed, elderlies bring with them not only their invaluable experience depth but more importantly their dedication and persistency pivotal to the company success.




4. The senior workers would probably compare the meagre salary level with what they earned from their pre-retirement job.


Retirees are somewhat flexible with their compensation expectations. In exchange for a comparable salary level like their pre-retirement role, they value teamwork and pride while contributing back to the society at their senior age.




5. There is a cultural gap between different age groups if elderlies are hired into a young workforce.


Equipped with many years of lifelong experience, older talent would be able to lead, coach and mentor the younger colleagues at a peer level. It will be a two-way street where different age groups could learn from each other while bringing the parties closer together.