Post by Barend Van De Vrande

I recently read an interesting article (in German) discussing the challenges many professionals over 60 face when applying for new positions. It raises an important question: Are we serious about extending working lives if experienced candidates continue to face age-related barriers in the hiring process? Many governments are encouraging people to work longer, yet many organizations still overlook experienced candidates because of assumptions about adaptability, technology, or the number of years remaining until retirement. At the same time, demographic change and persistent skills shortages mean companies can no longer afford to overlook decades of expertise. Experienced professionals often bring: • Strong work ethic and accountability • Sound judgement and risk awareness • Complex problem-solving skills • Mentoring capabilities • Deep industry knowledge and long-term perspective This shouldn't be about choosing between younger and older employees—it should be about building age-diverse teams, where experience and fresh perspectives complement one another. Throughout my 35+ years in aviation, maintenance, digital transformation and consulting, I've seen that competence, adaptability and the willingness to learn are not determined by age. Some of the most innovative solutions I've helped deliver came from teams where seasoned professionals and younger colleagues worked side by side. I'd be interested to hear your perspective. Are organizations doing enough to recognize the value of experienced professionals? Source: Sandra Sporer, "Viele Arbeitgeber schmähen Bewerbungen der Generation Ü60 – Experte warnt vor den Folgen", Merkur (24 June 2026): https://lnkd.in/g2EH47C4 #Leadership #TalentManagement #FutureOfWork #AgeDiversity #Workforce #Aviation #DigitalTransformation