The new trend that is revolutionizing the world of work comes from the United States. Is called re-hiring and literally means “re-employment”. But what is it regarding?
What is re-hiring?
The phenomenon of re-hiring it is the tendency to rehire the over 50s who were made redundant a few years ago in the company, basically before the covid. The pandemic has totally transformed the world of work. The covid has put companies in front of new challenges, perhaps more complex than those of the past.
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Let’s start from an assumption (indeed more than one): when a company is forced to reduce its staff, it is very likely that it starts from the over 50s, for an economic matter.
However, the new organizational and economic structure in which companies move today is increasingly difficult to manage.
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Technology evolves ultra-fast, markets are increasingly volatile, the acquisition of skills is a fundamental element for the proper functioning of a company, but sometimes young people aren’t ready – and how might they be? – to get on a train that runs fast and can’t even stop to let them get on.
Here, then, that companies are faced with such a mismatch between supply and demand. They are therefore led to re-evaluate the generation of baby boomeralready renamed longennials which, just a few years ago, had been labeled by companies and society as incapable of being able to give value to the world of work once more and, instead, today they are necessary and invaluable elements.
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They have a lot of experience, need little training and can be put in charge of a project in progress immediately. They know the corporate culture and are linked to the company they have worked for for years, marrying its mission and objectives.
Is this the profile that all companies are looking for? Probably yes, especially in recent years.
What does the data say?
A research carried out by two Harvard psychologists, Tessa Charlesworth e Mahzarin Banajihighlights how stereotypes regarding age and disability are more persistent than those related to race, sexual orientation and religion.
Indeed, it is predicted that, while the prejudice once morest homosexuals will be definitively overcome within 20 years, that once morest the elderly will take 150. A figure that goes once morest the trend of the phenomenon of re-hiring which, however, does not seem to still definitely landed in Italy.
Mentoring paths
But, then, does this stop investing in young people?
Of course not. Longennials, in addition to being defined as “ready-to-go” workers, possess a fundamental skill for being part of the company reality.
have acquired theorganizational intelligence which is a capacity that is generated through experience. Knowing how to move in relation to a project, knowing how to manage a work team, even remotely, interpreting situations and having real problem solving.
All of this represents the organizational intelligence that is of enormous importance within the world of work.
At the same time, reintegrating experienced and highly qualified people also brings value to the company from another point of view: the possibility of starting real mentoring.
READ ALSO: Mentoring in the company is important and there are rules to follow
Too often this is impossible, both for economic reasons and for lack of personnel.
In this way, it is really difficult for a young person to acquire the skills required by companies and therefore to grow professionally. If not in the company, where can young people entering the world of work learn for the first time?
The importance of seniority
This is why supporting young people with qualified and experienced people who can follow them in a growth path is also essential in order not to lose the skills that seem to be essential for companies.
For their part, longennials are well disposed to undertake a different experience than in the past and therefore are increasingly available for maieutic consultancy.
If no one is surprised that a freelancer or an entrepreneur continues their work even beyond retirement age, why should it be like this in the company?
The factor of seniority assumes great importance. Today, for example, there are more and more managers who intend to spend the last years of their careers taking up second-line positions.
This might be beneficial to both employees and the company. You just have to have the courage to adopt such solutions.
So, if in the United States the phenomenon of re-hiring is already a train in motion, when and how will it also revolutionize the world of Italian work?
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