A short time ago, in the U.S.A. an interesting phenomenon is taking hold that takes the name of "re-hiring" (in Italian resuming): further confirmation of how Covid has completely turned the world of work.
If up to a few years ago a change of job once reached the middle age was unimaginable, today it is something increasingly extensive. I senior are workers with great experience, skills and skills. In short, the real "veterans" of the role they have played for a lifetime.
The Rematch of longennials It becomes apparent. The phenomenon arises in States and now it is extending to Europe as well. In England, for example, a campaign was launched to sum up pensioners in the world of work after the discovery that early retirement started as a result of the pandemic caused a significant lack of labour. Since the start of the pandemic, the number of free places has grown in conjunction with the economic stalemate; among the factors, retirement, increased disease, immigration and ageing of the nation.
Companies are thus rediscovering the importance of longennials and one of the things that causes entrepreneurs to focus on them is the scarcity of investment in training. Starting a young person’s work has a considerable cost for the company, which therefore often targets the older workers.
What do the data tell us?
One search by two Harvard psychologists, T. Charlesworth and M. Banaji, highlights how age and disability stereotypes are more persistent than those related to ethnicity, sexual orientation and religion.
Overcoming prejudice against older people is expected to take about 150 years. A trend which contrasts with the re-hiring which, however, does not seem to have finally landed in Italy.
I longennialsIn addition to being defined as workers "ready-to-go", they own a skill fundamental for being part of the company. They acquiredorganizational intelligence, a capacity that is generated through experience. In essence it means knowing how to move in relation to a project, knowing how to manage a working group, even at a distance, interpreting situations and having real abilities to problem solving. All of this represents the organizational intelligence that is of enormous importance within the world of work, regardless of the field of reference.
The positive side
Experienced and highly qualified people bring value to the company from another point of view: the possibility of starting real routes of mentoring. Too often this is impossible to practice, both for economic reasons and for the shortage of staff.
If not in the company, where can young people who are the first to be exposed to the world of work? I senior may be well prepared to take on a different experience from the past, encouraging openness towards counselling and counselling. mentoring.
Dealing with young qualified and experienced people that can follow them in a path of growth is important, rewarding and socially useful. This process contains two objectives of the 2030 UN Agenda, which are fundamental for us to Ambire Benefit Society: quality learning and decent work. Our M.O. fits perfectly with our values. Our seniors provide young employees, in a fair and inclusive way, with vocational training that can guarantee them the learning of the hard skills necessary in the field HRThis is in line with full and productive employment.
