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Four questions about outplacement, skills shortages and AI
24. Jun 2024
Everything is changing: the shortage of skilled workers is changing the labour market, artificial intelligence is finding its way into the recruitment process and the need for career security is increasing. With all these changes at different stages of life, what does contemporary career planning look like? Here are four typical questions that we are repeatedly confronted with in our daily work:
Why does Schluchter, Licci & Partner call it "Life-Cycle Outplacement®" and not simply outplacement or newplacement?
Because each phase of life has its own set of questions to which answers must be found. In the past, outplacement was primarily orientated towards hierarchy and function-specific characteristics. With our Life-Cycle Outplacement®, we also systematically incorporate age-specific needs and issues into the counselling process.
Why is comprehensive support that goes beyond emotional support necessary in the current shortage of skilled labour?
Because the shortage of skilled labour is by no means affecting all professional fields and most of those affected are not just interested in finding a job again quickly, but in developing their career in the long term. We also continue to see with job seekers aged 50+ that a qualified profile with many years of experience in the market does not simply "fit". The demands for a 100% match have not diminished on the part of either applicants or companies.
Why can't AI take over a significant part of the counselling?
Because AI only delivers an eloquently formulated one-size-fits-all approach that can never do justice to the individuality of a person with all their emotions, wishes, values and life situation. When used correctly, AI can provide support, but it is no substitute for counselling.
Why is the life cycle so important?
Every age group has its own questions. Younger people are looking for answers to the questions: How do you make a career, specialised career vs. management career, where does my potential lie? In middle age, there are more questions such as: How do I keep my employability high? Is self-employment an option? Where do I want to continue my education? In the second half of the 50s, questions are asked about new roles and working models or questions that also deal with the third phase of life: Early retirement, career after career, etc. These are all legitimate questions to which we develop answers and action strategies as part of a comprehensive Life-Cycle Outplacement® programme.
Would you like to do something good for your employees to say goodbye and thank you? You can find out more about Life-Cycle Outplacement® here.