Every 10 seconds someone in the United States turns 65. As the baby boomer generation continues to retire and leave the workforce, talent acquisition will continue to be a major concern for companies big and small.

In 2012, the Society for Human Resource Management (SHRM) and AARP conducted a joint survey focusing on organizations’ strategic workforce planning. The survey found that an increasing percentage of organizations are aware of “a potential shortage of younger workers with the requisite skills needed to replace older workers who are retiring.”

What does this mean for your organization? One very real possibility is a knowledge loss or “brain drain” as these older workers retire, taking their experience and skills with them. Without careful planning of how to retain this knowledge, the task of equipping new employees can be overwhelming.

The above-mentioned survey found that although 72% of HR professionals described loss of talent due to older workers retiring/leaving the organization as a “problem” or “potential problem”, only 5% had implemented specific policies to deal with it.

So what can you do about this? Develop and implement plans to ensure your organization is acquiring and retaining your top talent. This may sound simple enough, but how does an organization go about doing this successfully?

intRAtrain™ by Russell Associates has developed an informative whitepaper titled “Acquiring Talent in the 21st Century”. It delves deeper into many of the issues that are affecting employee acquisition today. Sign up for the whitepaper by visiting: http://www.intratrain.com/LandingPages/Talent.html