Who did it?
The Talent 55+ initiative was designed to promote jobseekers aged over 55 and to emphasise the need for them within the labour market. It emerged from an earlier programme Action Plan Talent 45+ which had been implemented on the request of Parliament. The programme is delivered by specialised work coaches from the PES.
Where are we drawing the evidence from?
Information sourced from:
What kind of support was it?
Group discussion, information sharing, networking. It has been referred to as a ‘job club’ for older jobseekers where experience, information and advice can be exchanged
Where did it run?
Nationally in the Netherlands
When did it run?
2010 – the programme scope narrowed to 55+ (from 45+)
Who did it serve?
Jobseekers on unemployment benefits or social assistance. Initially the networking groups targeted highly motivated and often well-educated people. However, this was later expanded to include a broader group of older jobseekers.
What were its key features?
- Network meetings: groups of 12-15 people met a total of 10 times. The meetings were facilitated by a dedicated work coach from the PES
- Drafting a job search plan, counselling and the use of a Competence Test
- Aimed to address specific deficits in job search behaviour of older workers such as a lack of information about the local work opportunities, outdated job-search skills, weak self-presentation in applying for jobs and in interviews
- Aimed to support/inspire each other increasing motivation and self-confidence, exchanging experiences, sharing job networks
- Tips and information about starting own company
- Activities at a national level to try to promote and change the image of older jobseekers
What were its outcomes?
- The intervention has not been fully evaluated but anecdotally, participants said they felt more confident, gained insight into their own competences, and became more able to make personal choices
- Approximately 50% of former participants felt that the programme increased their chances of gaining employment
- The rate of re-employment 6 months after the end of participation in the networking group was about 30% (in 2012) – therefore a person aged 55+ who participated in the networking sessions has 4 times more chance of finding a job than someone who did not
- The measure was seen as relatively cost-effective, partly because it stimulates ‘self-help’ and members often continued to meet after the 10 sessions had ended
- The need for greater effort to be made to change employers’ opinions of older workers was noted. Recommendations were made to strengthen the relationship between employers and prospective employees
