A high outflow of professionals and an aging workforce put pressure on the labor market, and companies are eagerly looking for talent. Yet they often look for young people; oftentimes its in the same talent pool, resulting in a war for talent. The recruitment of more experienced candidates seems - wrongly - to be less attractive.
“Employers must keep in mind that a job for life no longer exists. Professionals are more active in the labor market than in the past. However, talent has no expiry date. Dare to use experience."
The benefits of experienced employees are numerous.
"Older employees have in-depth soft and hard skills, develop an extensive network and found that lifelong learning in the workplace is necessary to be with. Their motivation is often great to undergo additional training and to have the right competencies. In order to be successful, as an employer, you best bet on cross-pollination between young and old. Different generations teach each other the missing hard and soft skills in the workplace."
A Career Pause Doesn't Mean A Career Stop
If organizations want to attract employees who provide added value, they must look at competencies and not at age. Yet the shift to hire older and experienced employees has not yet been completed.
“When professionals take a career break today, that decision hinders their chances of returning. That must be done differently," says Warson. “Just as employees can put together their remuneration package based on their specific needs, professionals should also have the opportunity to plan their own career. That way they can focus their full attention on work or, for example, on their family for a certain period of time without losing their attractiveness on the labor market."
Whether flexible career planning can relieve pressure on the labor market? Myriam Warson is already convinced:
“The autonomy that comes with flexible career planning motivates people to learn throughout life and to sharpen competencies. People want to be with us. That is only beneficial for companies and eases the search for white ravens on the labor market."