Expert Alumni is a leading provider of services that address the impact of demographic shift on both people and organisations. We help clients across numerous industry sectors to connect with our members and harness their experience and expertise in business critical situations.
As consultants and practitioners, Expert Alumni have developed highly specialised tools, processes and services to help client companies and organisations assess, understand and deal with the potential impact of the loss and lack of experience on their organisation.
The scope of Expert Alumni's services results from changing employment and working practices that extend beyond the demographic impact on workforces and market shortage of specialised knowledge.
Our members, many of whom are members of our partner organisations (institutes, professional bodies and specialist consulting firms) benefit not only from a carefully protected approach to appropriate work related opportunities, but also
to an increasing array of valuable services.
It takes a team to get there!
What our Members say
Most don't want a full-time job. They’ve done that. There are periods in the year when they can be available and that works for us. We use our Members’ schedule when we speak to our Clients.
They want a challenge without hierarchical responsibility. Experience is their asset and sharing that with new colleagues ensures very good feelings.
They want to be valued for their achievements and knowledge and we want the same.
The reality is that the workforce is getting older
Half of the population will retire in the period 2008 to 2013 with a further hike from 2014 to 2018.
Current figures suggest that retirement will occur at a rate of 6% year on year with replacement lagging by a clear 4%.
Just standing still is a challenge.
In sectors, such as the Energy Industry, the problem is compounded as the current growth demands are not being met.
Will it improve?
Bringing in more graduates is an imperative. Transferring mid-career talent from other industries is another attractive option. However, without the wisdom and direction of long and hard earned experience, many leaders are fearful of the potential consequences when inexperience meets challenge.
It would be a mistake to assume that the solution is to simply extend the retirement age and have people work longer. Our research shows that this will not suit the vast majority of retirees who have their sights set on a fixed retirement date.
People heading into retirement do not want to continue with their old job and succession planning indicates it is a mistake to block off opportunities for those on the hierarchy ladder. Nor are retired people looking for full time occupations.
More and more we are hearing Members state that “they want to do what they want and when they want to do it!”
So, will it get better?
The answer is a resounding negative which means we have to have different solutions to work through this 10-15 year period.