"Everybody is looking for something that is satisfying and meaningful to them. Both younger workers and older workers want more flexibility and opportunities for personal growth. A lot of older workers are starting to come back into the workforce because their retirement systems may not be as strong as they need to be. They're looking to boost their retirement savings, especially now with the economy so weak over the past few months. They're also looking for health care benefits."

Traficanti indicated at least some of the high percentage of mature workers at Nevada Federal stems from the fact the credit union does a good job of retaining employees. In addition, while he said Nevada Federal doesn't necessarily make a special effort to recruit older employees, it casts a wide net that includes the Veterans Administration and other sources often overlooked.

Demographers have pointed out the baby boom generation is likely to work into what have traditionally been considered retirement years, and they'll be needed as the nation's workforce pool shrinks.

Does that mean Nevada Federal is positioned especially well?

"I definitely think we are," Traficanti indicated. "It's all about attracting the best talent that's out there. A lot of mature workers bring in creativity. Training is especially important. Older workers are absolutely as open to training as younger workers. In fact, I think older workers often take training more seriously. We're pretty well known for training here."

AARP noted that during the past year, within 12 months of the time they were hired, 100% of Nevada Federal employees have participated in at least one training opportunity, spending an average of 48 hours. A mentor assistance program teams new employees with mentors for three weeks of one-on-one training.

Traficanti offered some advice to other credit unions interested in attracting mature workers.

"Understand your culture," he said. "What attracts people to your organization? What sends people away from your organization? What do they like and not like about working there? Are your core values in line with what they hope to achieve? What would attract an older worker?"

"Also realize it's one thing to get them in the door, it's another thing to keep them there for a while. We survey our employees every year to find out what they like and don't like. We slice and dice that information in a variety of ways–what females think, minority workers, younger workers, older workers. We can't be everything to everybody, but we're sure going to try."

Traficanti also recommended clicking onto the AARP Web site (www.aarp.org) for studies and other information on older workers.

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