To put it mildly, the retiring professionals of today aren’t fulfilling Beatle Paul McCartney’s picture of the 64-year-old. We’re a different kind of graying generation. Walk by any clubhouse of an “active adult living community,” and you’ll find Sinatra is out. You’ll hear music by the Eagles and Sting. We’re not your father’s grandfather.

RECRUITING THE RETIRING PROFESSIONAL
While retiring professionals love to volunteer, volunteer managers still must be careful when they recruit this new and growing 21st-century resource. Here are three very important factors to remember.

Retiring professionals want to make a difference. Retiring professionals don’t just want to make a contribution, they desire a significant role making a difference. These people were ready to change the world in the 1960s, and they still strongly believe in causes. So make sure your mission is something people can get excited about.

Retiring professionals aren’t afraid of commitment. Let’s be more specific. This older generation of potential volunteers isn’t afraid of commitment when there’s a payoff. The payoff could be your cause, or a benefit to them. Part of the “what’s in it for me” attitude remains relevant for Boomers, and they’ll commit to training, study, dues and even long-term obligations when they feel it’s worth it.

Retiring professionals want flexibility. They’re often on the go, so they appreciate flexibility. Retired professionals are willing to pay their dues, but they want flexibility as part of the payoff, too. Jim, a retired dentist, volunteers for a chapter of Rotary Club. He paints and cleans for an inner city project because he really cares about the problems of the inner city. Yet at times, other Rotarians won’t see Jim for a long time, because he and his wife travel about six months of the year.