Challenges of Managing an Aging Workforce

This assignment delves into the complexities of managing a workforce with an increasing proportion of older employees. It examines various challenges associated with this demographic shift, such as skills gaps, varying needs, and potential biases. The assignment encourages you to analyze these challenges and propose effective solutions for recruitment, training, and retention strategies that cater to the unique requirements of an aging workforce.

Running Head: RECRUITMENT FOR WORKFORCE FOR EVEREST TEA COMPANY 1
Key Challenges for Recruiting the Workforce for Everest Tea Company
Name:
Institution Affiliation:

RECRUITING THE WORKFORCE FOR EVEREST TEA COMPANY 2
Table of Contents
Table of Contents………………………………………………………………......…………...….i
List of Tables…...………………………………………………………….……………………...ii
Executive summary………………..…………..……………………………………….….............3
Introduction ………………..……………………………………………………...………….…...3
Key challenges for recruiting the workforce for Everest Tea Company….………………..…......4
Supply and demand of labor………………..…….……………………………...………..............4
Image of the organization…………..…….…….………………………………...…….…………5
Demographic concerns…………………………………………………………...……………….6
Ageing labor force……….………….…………………………………………………..…...........6
Generation………….…………………..…………………………………………..………………7
Diversity………………………..………………………………………………………..................7
Strategies to address these challenges………………………………………………....…………..8
Branding of employer…………………...…………………………….…..………...…………….8
Types of advertising…………………………….………………………………………................9
Conclusion and Recommendations………………………………………………...…………...…9
References……….………….…………………………………………………..…......................11

RECRUITING THE WORKFORCE FOR EVEREST TEA COMPANY 3
Executive summary
This document explains how Everest Tea Company might face some key challenges
during for recruitment of the workforce to support its daily operations. The paper also enlights
how managers of this company have to remain competitive than their chief competitors that
provide the same products to the people. The article addresses some of the strategies that include
demographics, shifts in social ideas, and technological advancements that make the process of
recruitment of the new labor force to be the challenge in its operations. Besides, the content in
this paper addresses various strategies like the branding of employer and different types of
advertising that can apply to Everest Tea Company in triumphing over challenges for recruiting
the workforce.
Introduction
Just like all organizations, recruitment, as well as selections from Everest Tea Company,
is conductible to attain the right individuals for a good job of hiring. Besides, recruitment of the
workforce remains to be the set of activities that have the attitudes as well as capabilities needed
to assist every organization accomplishing its set objectives of encouraging the individual to
apply for actual or anticipated vacancies within the company. The success of every recruitment
process in any organization depends upon its ability of the applicants in answering the questions
posed to them by the panel of interviewers (Vipal, 2016). However, various sources of
recruitment are categorizable into two groups that consist of internal together with external
sources. The internal sources of the process of recruiting workforce include the present employee
and referrals of employees. External sources of recruiting the workforce consist of the
professional associations, advertisements through printed media like newspapers, campus

RECRUITING THE WORKFORCE FOR EVEREST TEA COMPANY 4
recruiting, unsolicited applicants, websites, and management consulting corporations. The
changes in the process of recruitment within Everest Tea Company address how several persons,
as well as challenges in the company's operations, will continue to develop for an extended
period (Sadhukhan, 2012). Therefore, the chief aim of this survey document is to examine the
key challenges for recruiting diverse workforce for Everest Tea Company together with ideas of
explaining some of the recommendable strategies that human resource executive can do to
addressing these issues.
Key challenges for recruiting the workforce for Everest Tea Company
The key challenges in recruiting the workforce for Everest Tea Company tend to arise
because managers always base their decisions on the market or product fit, although the variation
of workers cannot be ignorable (Bradford, 2016). Moreover, various key challenges affecting the
process of workforce recruitment for Everest Tea Company comprises of supply as well as the
demand for labor, the image of the organization, issues related to demographic setting such as
the aging labor force, the present generation, along with variation in diversity.
Supply and demand of labor
Operations of Everest Tea Company faces the enormous risk in recruitment because of
the essential need for talented, skilled, and qualified personnel to run its operations. The
company focuses on achieving it tightly in developing the proper strategies to follow to attract a
huge number of skilled workers to its operations. The need for many employees to support
operations of Everest Tea Company make the process of recruiting fresh workforce as well as the
selection of these new workers to fail in attaining the correct procedure. Besides, high demand

RECRUITING THE WORKFORCE FOR EVEREST TEA COMPANY 5
for new laborers makes the company’s managers focus their concentration on getting many
persons to be on board instead of focusing on employing the skilled and qualified people. Such
cases are visible when the business activities of Everest Tea Company attain volatility that makes
the company seek the assistance from the consultants during the process of recruiting workforce.
Additionally, the recruitment process makes the Everest Tea Company face the biggest test of
attaining lawful employees (Sutton, 2017). In most cases, every qualified recruiter in their
operations are always employable in different employment sectors, and this makes Everest Tea
Company experience a challenging factor in achieving the required number of recruits during the
recruitment process. In many scenes, experienced and qualified recruiters do not have the wish of
leaving for different consultation chances in the Everest Tea Company (Moschetto, 2014).
Therefore, qualified recruiters need to develop the interest of leaving their present working
organizations just because they have the panic of being let down during the time of getting their
salaries.
Image of the organization
The picture of the company contributes to the challenge faced by the Everest Tea
Company in the recruitment of the new labor force. Many people that negatively comment on the
operations of the company, its products, and services make the individuals who have the qualities
to work for the company to shy away from attending recruitment process leading to the low
turnout for hiring. Moreover, different issues that influence both external along with internal
functions of Everest Tea Company have the upper task of setting the process of recruiting the
new workforce to be the tough issue (Sutton, 2017). Different operations of Everest Tea
Company lead to the formation of regulatory challenges in the course of hiring the workforce. In

RECRUITING THE WORKFORCE FOR EVEREST TEA COMPANY 6
most cases, the shifts in the company’s business management provide the ideal opportunity for
managers to use in recruitment (Mirick, 2014). During the hiring process, different managers of
Everest Tea Company face different challenges such as competitive positions among the people,
the use of personally managed divisions, restrictions of the company, issues of operational
timing, and creation of the demanding of genuine culture among other matters.
Demographic concerns
Operations of the Everest Tea Company always decline because of the massive pressure
resulting from demographic changes during recruitment processes. Such forces that result from
changes in demographic setting make the mangers of Everest Tea Company to focus on different
approaches that are essential in implementing as well as initiating various solutions within the
little time. Concerns of demographic setting make managers of the Everest Tea Company to
focus their operations on the ideas essential on altering more to the qualified and experience
groups of employees (Sadhukhan, 2012). Besides, issues like diversity in the social settings and
various age groups among workers’ remain to be the greatest challenge that the Everest Tea
Company faces in its operations while recruiting the workforce (Bradford, 2016). Another
challenge brought about by the demographic concern is the need to embrace the ever-changing
profiles of workers that the Everest Tea Company needs throughout the process of recruitment.
Ageing labor force
The aging people in the global community pose to be the major danger that negatively
affects the function of Everest Tea Company. The departing of aging workers from the company
as they retire creates a big void in its operations that change calls for recruitment. The aging

RECRUITING THE WORKFORCE FOR EVEREST TEA COMPANY 7
workers within the enterprise are constantly getting their retirement benefits inform of pension,
wages, along with nets for safety in the community (Cuitiene & Railaite, 2015). The benefits
given to the aging and retired workers negatively impact recruited workers to be less.
Furthermore, the company faces a challenge in recruiting more workforces, as it is unable to
cater for the expenditures of young and old workers.
Generation
The continued progress on the development of different generations in business
communities has influenced the recruitment activities of the labor force by the Everest Tea
Company managers. The risk brought by generations result because of the issue associating with
the new business policies, operational activities, approaches to managing the business, attitudes
of stakeholders, along with ethics of performing different operations (Baran & Klos, 2014).
Everest Tea Company managers face the massive challenge on methods that they use in dealing
with additional duties and connections among lives of every employee.
Diversity
Many issues relating to diversity in the business environment where Everest Tea
Company operates affects its process of recruiting workforce. Some of the dimensions of
diversity that influence process of recruitment comprises of individual’s age, ethnic group,
gender, learning background, faiths, marital status, as well as current salary. All these diversify
issues lead to the fundamental challenge that affects the process of recruiting employees in the
competing marketplaces of selling tea (McCarthy, 2017). The diversity remains to be a problem
that makes the company invest more in different ways to get more qualified and skilled workers.

RECRUITING THE WORKFORCE FOR EVEREST TEA COMPANY 8
In many cases, managers of Everest Tea Company find themselves in a desperate scenario
because they fail to tell the people to show their duties in training and to invite people who are
conversant with their operations.
Strategies to address these challenges
Everest Tea Company needs to form its primary target on different strategies that aid in
solving problems that its activities experience in recruiting labor force. Some of the strategies
that Everest Tea Company can be improvising include the use of better advertisement model for
the vacant positions and improve the branding of its employers. Ideal presentation of the
strategies is essential in aiding the company in dealing with the underlying issue that faces its
managers in recruiting the workforce (Sutton, 2015). Therefore, there is a need for the
management of Everest Tea Company to create necessary progress every day to attain
appropriate procedure for hiring the workforce. The company can focus on the strategy that
ensures that every employee of the Everest Tea Company undergoes ideal orientation and
training to aid every new employee to adapt appropriately to the company (Hope, 2017).
Consequently, the hiring process for the Everest Tea Company continues to be the query of
feelings attitudes while focusing on the major ideas relating to personal responsibilities,
environmental issues, and proper mindset for working.
Branding of employer
Branding issue of every worker in Everest Tea Company remains to be the greatest
problem in the recruitment process of the new labor force by the company. Branding of the
employer in Everest Tea Company consists of the formation of different ideas that focus on

RECRUITING THE WORKFORCE FOR EVEREST TEA COMPANY 9
restructuring company’s operations. The branding of employees forms the platform within the
Everest Tea Company where different essential techniques in conducting various functions
experience modifications (Vipal, 2016). The changes brought by alterations of activities in the
process of recruitment of workers in Everest Tea Company occur because people might lack the
proper capacity to understand the markets and operations of the corporation when they start the
exercise of recruiting new employees. Therefore, it remains significant for different persons
within the Everest Tea Company to be capable of maintaining the curve of learning (McCarthy,
2016). The idea of keeping the curve is useful in demonstrating how useful the employer
branding is to company’s operations.
Types of advertising
The use of the suitable type of publicity for the recruitment process within Everest Tea
Company is still a major challenge. The problem has resulted in the inability of the company to
reach the vast number of qualified persons that might be willing to join its operations (Galsscock,
2013). Therefore, Everest Tea Company needs to focus on the application of various platforms
within the websites that include social media metrics like Facebook, Twitter, and Whatsapp, and
applications of Google sites getting to its targeted spectators with ease. The use of these website
sites will aid the Everest Tea Company to control the amount that they use to print advertisement
posters, and extra costs incur by different people to distribute those posters globally.
Conclusion and Recommendations
From the evidence presented above, it is evident that key challenges that affect
recruitment of workforce for Everest Tea Company do not end with the moment of hiring

RECRUITING THE WORKFORCE FOR EVEREST TEA COMPANY 10
qualified persons, although it depends on the approaches set by the manager to follow up
operations of every recruit. Additionally, it is important for the Everest Tea Company’s
executives to be able to gauge individual services by accepting the fundamental challenges like
the issues concerning demography, labor supply and demand, and view of organization’s image,
recruitment approaches, society changes, and technological shifts. Therefore, management of
Everest Tea Company has the mandate of creating principles during the process of recruitment
for every level of their actions through flourishing to achieve the set values. Presently,
companies that deal with the production of tea have the major function of developing the best
approaches to use in navigating the active market. Every organization focuses on developing the
best strategies that can position their operation to attract and retain the qualified employees that
they require to support their functions. The challenge of attaining new workers during
recruitment process by Everest Tea Company remains to be the ever-existing issue that
influences its operations. The need to attain the proper understanding of inadequacy in the
workforce by the managers remains to be the critical factor in addressing the recruitment
strategies and methods. Therefore, for Everest Tea Company to achieve improved hiring process,
it has to set different roles that lead to the development of appropriate understanding and how to
deal with the shortage of labor force.

RECRUITING THE WORKFORCE FOR EVEREST TEA COMPANY 11
References
Baran, M., & Kłos, M. (2014). Managing an intergenerational workforce as a factor of company
competitiveness. JOURNAL OF INTERNATIONAL STUDIES, 7(1), 94-101.
http://dx.doi.org/10.14254/2071-8330.2014/7-1/8
Bradford, M. (2016). Follow practical advice to limit legal challenges regarding internship programs.
Recruiting & Retaining Adult Learners, 19(1), 8-8. http://dx.doi.org/10.1002/nsr.30191
Čiutienė, R., & Railaitė, R. (2015). Challenges of managing an ageing workforce. Engineering
Economics, 26(4). http://dx.doi.org/10.5755/j01.ee.26.4.7081
Glasscock, B. (2013). Workforce Competency and Organizational Health Key Drivers in Workforce
Optimization. Journal Of Petroleum Technology, 65(12), 78-80. http://dx.doi.org/10.2118/1213-
0078-jpt
Hope, J. (2017). Adopt multipronged strategy to build enrollment in spite of challenges. Recruiting &
Retaining Adult Learners, 19(12), 5-5. http://dx.doi.org/10.1002/nsr.30276
McCarthy, C. (2016). Innovative strategies prove effective for managing personnel, budget, enrollment
challenges. Recruiting & Retaining Adult Learners, 19(1), 12-12.
http://dx.doi.org/10.1002/nsr.30194
McCarthy, C. (2017). Embrace challenges as opportunities to grow. Recruiting & Retaining Adult
Learners, 19(5), 12-12. http://dx.doi.org/10.1002/nsr.30225

RECRUITING THE WORKFORCE FOR EVEREST TEA COMPANY 12
Mirick, R. (2014). Challenges in recruiting parents to participate in child welfare research: implications
for study design and research practice. Child & Family Social Work, 21(4), 484-491.
http://dx.doi.org/10.1111/cfs.12165
Moschetto, M. (2014). Key Trends in Workforce Management and New Challenges for HR.
Employment Relations Today, 40(4), 7-13. http://dx.doi.org/10.1002/ert.21428
Sadhukhan, P. (2012). Tea Industry in West Bengal – Hopes and Challenges. Global Journal For
Research Analysis, 3(7), 25-26. http://dx.doi.org/10.15373/22778160/july2014/8
Sutton, H. (2015). Overcome challenges to cultivate women leaders on your campus. Recruiting &
Retaining Adult Learners, 18(1), 9-9. http://dx.doi.org/10.1002/nsr.30093
Sutton, H. (2017). Address challenges in higher education that impact adult learners. Recruiting &
Retaining Adult Learners, 20(1), 1-5. http://dx.doi.org/10.1002/nsr.30282
Sutton, H. (2017). Rural education presents unique challenges for adult learners. Recruiting & Retaining
Adult Learners, 19(9), 12-12. http://dx.doi.org/10.1002/nsr.30256
Vipal A., P. (2016). Tea Production in India: Challenges and Opportunities. Journal Of Tea Science
Research. http://dx.doi.org/10.5376/jtsr.2016.06.0005