To toss in a different perspective, as I am involved with interviews and hiring.... HR is terrified right now across almost all industries. The silver tsunami (also known as grey tsunami), has many people in HR wondering how they will compensate. When a 60+ year old person walks out the door, a wealth of corporate knowledge and skill sets vanish from the workplace. Most businesses are either changing business processes, or in some cases accepting the business will perform at a lower overall standard. I have already seen departments set on their ear from the loss of a few key people. For years accountants pushed "reduced staffing", this resulted in more unique knowledge being distilled into a shrinking work-pool. This method worked OKay when the loss of employees was at a small trickle. Mentoring programs where a junior employee was "spun up" for a couple years was considered "expensive, and wasted money" by HR. It was like they were unaware of what was about to happen. The remaining employees had the obligation to absorb and distribute the job skills which had been uniquely held by the departing employees. Some of these skills took decades for the retiring employee to master. Now the "boom" in the baby boomers is the sound of the door closing behind them, with the remaining employees wondering who will fill "Bob's" shoes. The accountants are pleased that Bob was replaced by a lower tier and lower paid body. Generally, HR has no skin in the game, so whatever happens is that department's issue. It should be interesting to see how things are in 3-5 years.