There is no “business as usual” as far as digital disruption is concerned, but one unique way organizations can prepare for such uncertainty is to employ more older workers, says recruiting experts Hays, in the latest edition of the Hays Journal.
According to Hays, while younger digital natives are often thought of as an organization’s best response to the rapid pace of change, a workforce with older experienced employees is often more prepared to face change.
“When people talk of the skills an organization needs in response to digital disruption there’s usually an assumption that it’s younger digital natives who are best suited to embrace technological change and adapt to new business models,” says Lynne Roeder, Managing Director of Hays Singapore.
“Yes digital natives can grasp and make sense of the changes around them, but older professionals have the experience that allows decisions to be made and then deliver on agreed outcomes. When an organization creates a diverse workforce – of younger digital natives as well as experienced professionals in their 40s, 50s and 60s from various industries – they have a team that will bring knowledge from various backgrounds to the challenges faced.
“Older professionals can also upskill to become digitally savvy and capable of responding to, or creating, disruption,” she said.
For many organizations, the challenge is how to react to disruption and maintain competitiveness.
Apart from age diversity, to respond to digital disruption Hays says organizations also need staff who can:
• Embrace agile working methods
• Look for new opportunities
• Adapt to changing circumstances
• Keep up with customer needs
• Develop analytical and problem-solving skills
• Take calculated risks
• Translate data into usable and valuable insights
They also need to be able to do all this while delivering the agreed outcomes.