It might not be news to some, but the current shortage in engineering skills is widening. While there have been many reports on this topic, I haven’t seen one that provides an adequate solution to the ever growing problem.
So what’s the answer, introduce more science and mathematics learning at an early stage? This might be easier said than done, as we are also facing a huge shortage of specialist maths and science teachers. Independent sources attribute a range of factors, including the failure to attract new teachers (particularly men) to the profession, imminent retirements and poor retention rates.
Whether it’s teachers or engineers, recruiting highly skilled migrants in Australia is costly.
One option that has worked for me is re-employing retired engineers into positions where they can add significant value.
Recently I organised a successful meeting for a candidate who had left the workforce with a company that had a short to medium-term contract opportunity.
The mutual benefits were clear: the company hired a highly qualified candidate (an engineer with over 40 years of experience in the Civil/Structural Engineering field) at short notice who could resolve their issues within the timeframe; the candidate enjoyed the flexibility of working on a stimulating project without a long-term commitment.
Employing professionals returning to the workforce has the following benefits for your organisation:
- Fill short-term roles with an experienced candidate quickly
- Retirees are more likely to consider a short-term opportunity than a candidate who is ultimately seeking permanent full-time work
- Older employees can pass on valuable sector knowledge and transfer sought after skills to less experienced employees
- 40 years + in the workforce brings with it well-established industry networks, and can provide introductions and mentoring opportunities for future leaders
- Depending on skillsets and recent technical knowledge, minimal training or upskilling is typically required
Returning to the workforce also has benefits for retired and semi-retired candidates:
- Feeling valued through their work by continuing to contribute to innovation, benefit society, and be involved in the business or the broader community Keeping your mind active, which could be beneficial to longevity
- Financial benefit
Overall, hiring older professionals in any field helps break down the stigma of ageism and reminds people that age should not be a barrier to work performance. In areas such as engineering, where chronic skills shortages have been identified, it makes perfect sense to reemploy when hiring for project-based roles and short to medium-term opportunities in particular. I’d like to see more employers jump on board and give it a go.
Have you employed a retired professional or do you know someone who has recently returned to the workforce after retirement? What was the experience like for both parties?
 There have been a number of studies to support this. In 2010 paper by economist Susann Rohwedder of RAND and Robert Willis of the University of Michigan (both were at Age Boom Academy). Looking at data from the U.S., England and 11 European countries, they concluded that retirement had a significant negative impact on the cognitive ability of people in their early 60s. They speculate that retirement can lead to a less stimulating daily environment. The researchers also wonder if people nearing retirement are less mentally engaged in their jobs (source Chris Farrell, Next Avenue Contributor).
Richard Lewith is an experienced technical recruitment consultant who has well established client and candidate networks within the engineering, construction and property sectors in Australia and the APAC region. Richard focuses on proactively exploring and delivering effective recruitment solutions that will add the most value to his clients. His approach to the recruitment process includes advising on internal resource development while implementing strategies to recruit external talent that best suits the organisation’s future direction. This in turn creates a strong relationship with clients and results in niche opportunities for highly sought after candidates. Over time Richard has worked with international corporate companies, SMEs and various departments at all levels of government.