Retired and ready to work - How to overcome obstacles and seize opportunities

A 64-year-old mechanical engineer from Basel is about to retire. Decades of experience, a network of hundreds of contacts and knowledge of every trick in his trade - but the job market already seems closed to him. At the same time, an SME in the region is desperately looking for experienced specialists. A paradox that takes place every day in Switzerland and shows that We are wasting valuable resources.

The reality is sobering: While 580,000 people between the ages of 50 and 64 in Switzerland would like to work beyond retirement age (Deloitte, 2019), only 1% of new hires in 2019 were aged 65 or older (Swiss Life, 2021). This discrepancy between supply and demand reveals a systemic problem that affects both companies and motivated senior talent.

When experience becomes a burden: Hurdles in the labor market for 50plus

The Swiss labor market is a paradox: while there are complaints everywhere about a shortage of skilled workers, people aged 50 and over experience systematic disadvantages. The figures speak for themselves: more than 60% of employees aged 50+ in Switzerland feel able to work until retirement age or beyond - but only 29% believe that they will be offered this opportunity (Deloitte, 2023).

This gap between self-assessment and market reaction is caused by deep-rooted stereotypes. Recruiters often associate older applicants with higher costs, less flexibility and limited affinity for technology. A retired accountant from Zurich applying for a part-time position fights against the prejudice that he is less resilient or able to learn than younger candidates.

The perception of digital skills is particularly problematic. While a 58-year-old project manager may have decades of experience in managing complex projects, they are classified as "digitally backward" due to their age. This assumption ignores the fact that many senior talents have continuously developed their digital skills and often pursue more pragmatic approaches to solutions than younger colleagues.

Another obstacle is the statutory retirement age. As Deloitte (2019) found, the statutory retirement age often prevents motivated older people from working longer. Bureaucratic hurdles, complicated social security regulations and an unclear legal framework discourage both employers and employees.

The application process itself is becoming a stumbling block. While younger applicants rely on modern recruiting channels, many senior talents rely on traditional application channels. At the same time, companies are increasingly favoring digital selection processes, which can put older candidates at a disadvantage.

The underestimated gold mine: Benefits of senior talent as a workforce

Anyone who believes that age automatically means a loss of performance is very much mistaken. Senior talents bring with them a unique combination of qualities that are particularly valuable in today's working world. Their experience is not just theoretical knowledge, but practical problem-solving skills that have been honed over the years.

A retired electrician from Bern not only knows how to lay cables, but also what pitfalls lurk in different types of buildings. This intuitive expertise cannot be found in textbooks or learned in crash courses. It comes from decades of practice and makes Senior Talents valuable mentors for younger colleagues.

The reliability of older employees is legendary. While younger employees change jobs more frequently, senior talents often remain loyal for years. They bring with them a work ethic that is characterized by a sense of duty and quality standards. A retired teacher who works in a tutoring institute will rarely cancel spontaneously or appear sloppily prepared.

What is surprising is the finding that 55-plus employees rate themselves more positively than younger colleagues when it comes to their willingness to change (Hays, 2023). This result contradicts the widespread cliché of the "inflexible senior". In fact, many older employees have already successfully mastered several upheavals in their career and are therefore highly adaptable.

The emotional intelligence of Senior Talents is another advantage. Decades of experience in dealing with people, conflict resolution and communication make them valuable team members. A retired nurse working in a doctor's surgery often knows better than younger colleagues how to calm worried patients and defuse complex situations.

Customer relationships also benefit from mixed-age teams. As the OECD (2020) found, an age-diverse workforce can lead to better customer relationships. Older customers often feel more comfortable being advised by their peers, while younger customers appreciate the experience and calmness that senior talent exudes.

The mentoring function should not be underestimated. Senior talents act as knowledge brokers and help to pass on important corporate culture and practices to subsequent generations. A retired master craftsman who works on a project-by-project basis in his former company prevents valuable know-how from being lost.

Proven paths to success: Strategies for the 50plus job search

The job search for senior talent requires different strategies than the traditional application. Successful candidates rely on a combination of traditional methods and modern approaches that showcase their strengths in the best possible way.

The most important success factor is to focus on your own strengths. Instead of trying to appear younger, senior talents should emphasize their experience and expertise. A retired engineer does not apply as a "dynamic newcomer", but as an "experienced problem solver with 30 years of industry experience".

Networking is proving to be particularly successful. Many positions for senior talents are not advertised publicly, but are awarded through personal contacts. A retired sales manager uses his long-standing business relationships to acquire consulting contracts. This strategy works particularly well in smaller companies and specialized industries.

Flexible working models are opening new doors. Many senior talents are no longer looking for a traditional full-time position, but rather project-based activities, part-time work or consulting mandates. This flexibility also suits companies that need short-term expertise but do not want to make long-term commitments.

The digitalization of the application process must not be neglected. Even if many senior talents prefer traditional application channels, there is no way around online job boards and digital platforms. It is important to maintain a professional digital presence while remaining authentic.

Specialized platforms such as SeniorsAtWork offer retired workers targeted support when re-entering the workforce. These platforms understand the special needs of senior talent and mediate between motivated candidates and open-minded employers.

Training plays an important role, but should be used strategically. Rather than trying to keep up with all the latest trends, successful senior talents focus on areas that complement their existing skills. A retired educator who wants to work in human resources development completes targeted courses in modern learning methods.

One successful practical example is CARIFY, which employs senior talents as reliable chauffeurs. The company recognized that older drivers are often more responsible and customer-oriented than their younger colleagues. This example shows how companies can utilize the specific strengths of Senior Talents.

Framework conditions for change: politics and organization as trailblazers

The successful deployment of senior talent requires not only individual efforts, but also structural changes. Politicians and companies must work together to create a framework that enables an age-inclusive working environment.

Flexible working models are at the heart of these efforts. Many senior talents are not looking for the traditional 40-hour week, but rather project-based activities, part-time work or seasonal employment. Companies that offer this flexibility are tapping into a valuable talent pool. An architecture firm in Lausanne employs retired professionals for special projects and benefits from their expertise without making long-term commitments.

Social security regulations need to be revised. Complicated regulations on pension entitlement and employment deter both employers and employees. Clearer regulations and fewer bureaucratic hurdles would encourage more senior talent to take up employment.

Age discrimination must be actively combated. This starts with job advertisements that subtly favor younger applicants. Terms such as "digital native" or "dynamic young team" signal to older applicants that they are not welcome. Companies should rethink their recruiting practices and use age-inclusive language.

Mentoring programs can build bridges between the generations. When senior talents act as mentors for younger employees, the result is a transfer of knowledge that benefits both sides. A retired bank employee who coaches young consultants not only passes on specialist knowledge, but also important soft skills.

The workplace design should be age-appropriate. This means not only ergonomic furniture, but also taking into account different working styles and communication preferences. A mixed-age team works best when all members can contribute their strengths.

Lifelong learning must be encouraged. Companies should not only offer further training opportunities to younger employees, but also support senior talents in expanding their skills. This can be done through internal training, external courses or peer learning programs.

Success stories as inspiration: when theory becomes practice

Practice shows that an age-inclusive working environment is not only possible, but also profitable. Success stories from various industries prove that senior talent can make valuable contributions if given the chance.

In the education sector, many retired teachers work successfully as tutors or course leaders. Their pedagogical experience and patience make them valued mentors. A retired math teacher from St. Gallen helps high school students prepare for exams and often achieves better results than younger colleagues because he knows different learning types and difficulties from decades of practice.

Senior talents prove themselves as quality controllers and consultants in the skilled trades. A retired carpenter works on a project-by-project basis for various joineries and contributes his specialist knowledge without the companies having to make long-term commitments. His expertise helps to avoid mistakes and guarantee quality standards.

The consulting industry benefits in particular from the experience of older professionals. Retired managers advise SMEs on strategic decisions and bring a perspective that younger consultants cannot have. A former production manager from the machinery industry helps smaller companies to optimize their processes and benefit from his experience with similar challenges.

Senior Talents also find meaningful work in the social sector. Retired educators support daycare centers in staff development and pass on their knowledge to younger colleagues. Their experience in dealing with children and parents makes them valuable resources for quality development.

Libraries and archives benefit from the thoroughness and detailed knowledge of older employees. Senior talents who manage shifts in libraries often bring a different approach to customer service than younger colleagues. They take time for consultations and can often make more appropriate recommendations based on their life experience.

The path to an age-inclusive future

The Swiss world of work is at a turning point. Demographic change and the shortage of skilled workers are forcing companies to rethink their attitude towards older employees. The figures speak for themselves: those who forgo the expertise and motivation of senior talent are wasting valuable resources.

Successful companies already recognize that age does not automatically mean a loss of performance. On the contrary: the combination of experience, reliability and emotional intelligence makes senior talents valuable team members. Their ability to solve complex problems, stabilize teams and impart knowledge is particularly in demand in a fast-paced working world.

The challenge is to create structures that enable an age-inclusive working environment. Flexible working models, a clear legal framework and a culture of appreciation are the basic prerequisites for this transformation.

For companies, this means rethinking your recruiting strategies, creating flexible working options and using the experience of older employees as a competitive advantage. Investing in mixed-age teams not only pays off economically, but also contributes to a more diverse and resilient corporate culture.

The change has already begun. Companies that act now will secure a head start in the competition for the best talent - regardless of age. The question is not whether an age-inclusive working world will prevail, but when and who will take on the pioneering role.

Become part of this movement and discover the potential of Senior Talents for your company. Register today at SeniorsAtWork and take the opportunity to recruit experienced specialists for your team. The future of work is ageless - help shape it!