Women in Germany have their first child at the age of 30; the average age of persons caring for older relatives is 55; and the average German retires at the age of 63. In Germany, the risk of being unemployed is highest for those in the age brackets 25-34 years of age and 55-64 years of age.
Companies, sponsors and regional developers should be aware of these critical points and phases: they have a major impact on career choice and development, and are hence crucial for finding and keeping professionals, and ensuring their qualifications are market based.
Recommendations for action along the timeline
Methods for securing qualified professionals are interlinked and complement each other. If companies do not react quickly enough, for example, to the growing trend for fathers taking paternal leave - one in four decided to do so in 2011 - gaps could appear at management level, which is usually dominated by men.
Hence aspects such as flexible work organisation, job re-entry, child care and promoting junior managers all become more significant. If the outlook for acquisition is dwindling, and qualified professionals are migrating from the region, the shortages become even worse.
Not all methods are suitable for all companies - the individual situation is what counts. To evaluate how effective a method could be, it is often helpful to answer two questions: How much potential does the intended target group have? How quickly will the method lead to results, so that vacancies are filled?
Cooperation between private companies and public authorities
Various agents from the private and public sectors come to the fore in the various phases of life of an employee. Synergies come into play where target groups and disseminators are close at hand, specific skills can be exchanged and funds are available.
Here, it is particularly important to cooperate by exchanging information at an early date.