An inefficient policy of support and incentive for entering the job market, combined with a slow and bureaucratic immigration process, results in a significant shortage of undifferentiated labor.
In more qualified roles, the scenario is different. The demand for specific skills, whether digital or technological, as well as personal skills such as analytical capacity and leadership, among others, makes these individuals highly employable candidates who are simultaneously in several recruitment processes. This allows them to choose where, when, how, and for how much they will embrace a new project.
Fortunately, we are starting to view senior professionals with less suspicion and without the stigmas associated with age. Professional experience combined with life experience represents a mature and capable behavioral profile to perform various activities. Other positive points in hiring seniors are schedule availability, dedication, and commitment, in addition to possessing advanced skills and extra certifications.
I believe it is through the management of this group of people that we will be able to meet hiring needs in the coming times. In addition to continuing to change mindsets, we should expect a state capable of creating policies and incentive mechanisms for companies to hire senior professionals, as well as the implementation of appropriate training programs.
Article by Paulo Mendonça, Payroll Specialist at Talenter™