This concept paper aims to address the challenges posed by an aging workforce and underscores the necessity for organizational talent management to adapt to this demographic shift. It advocates Silver Talent Management strategies to attract and retain senior talents, thereby extending the understanding of age-inclusive employer brand.
Based on the extensive literature review, the paper draws from Social Gerontological and Retirement theories to develop a conceptual model that identifies four key Employer Value Propositions (EVPs) tailored to motivate silver talents. The design and methodology involve triangulating these theories within the talent management context to examine their impact on Post-Retirement Retention Intention (PRRI).
The theoretical findings suggest that employer brand is a valuable tool for both attracting and retaining talent, particularly those in the silver age. The paper redefined traditional EVP dimensions tailored to silver talent and understanding their impact on PRRI.
The paper introduces the term Silver Talent Management and its theoretical triangulation approach within the conceptual model. By conceptualizing the impact of age-inclusive EVP dimensions on retention intention, the study fills a gap in the literature and provides organizations with novel insights into age-inclusive talent management practices.
