Experience@Work

We mainly aim missions of long/unlimited duration. The concerned employees are often about 55 years old and are looking for an end of career opportunity until the pension age. This means an engagement of still about 8 to 12 years. If you do want to call upon us for a mission of limited duration, it is possible but at that moment the “pool” of employees become smaller as some employees do not offer this possibility to their employees.

There is a very broad offer of profiles as all functions are represented in the participating organisations, such as HR, finance, legal, IT, logistics and sales profiles, communication, marketing, administrative support, … As the collaborators of these employers can consult the vacancies online and thus apply on a voluntary basis, we cannot predict in advance if and how many candidates will be presented.

In case of selection, the employer remains on the payroll of his current employer. A service agreement is drafted between the assigning and hiring company. The amount in this agreement equals the salary scale of such a profile with 10 years experience. We are aware that this does not cover the full cost of the employee and that salaries are in certain activity domains (much) lower than with the participating employers, so that part of the salary cost is being sponsored by the current employer.

As a standard, a cost is being charged according the the salary scale which is applicable within your own organisation for a similar profil with 10 years experience. If you do not have such budget available, you can anyway transmit your vacancy mentioning the budget that you do have available. In such case, however, certain employers may refuse the publication of your vacancy as sponsoring might become too extensive.

Yes, you take care of the selection of the best candidate yourself according to your own selection process, which can be in parallel with other recruiting channels.

No, this is an alternative and free of charge recruiting channel for you. In this manner, you can obtain additional (experienced) candidates without any charge.

As the employee remains on the payroll of his/her current employer, he/she maintains all advantages. As a result, you do not have to foresee anything more such as e.g. fringe benefits or home-work-commuting fees. You also do not build a up a “social passive” and you can stop the service agreement with a one months’ notice or severance fee.

If the collaboration with the selected employee does not work out as expected, the service agreement can be stopped with one month’s notice or a one month severance pay. The concerned employee then returns to his current employer.

Assigning companies integrated this in their (end of) career policy, to be able to keep employees longer at work in a meaningful and motivated manner. It is a sustainable and active alternative for prepensions and fits within the cla 104, the employment plan for 45+. On top of that, the assigning company generates revenues and can lower the HR expenses, and can offer internal career opportunities for youngsters in their organisation.

In principle they can. In first instance we focussed on the non profit sector as this offers a certain added value for the senior employee : after a commercial career creating the feeling to contribute to society. Lots of employees however also value working closer to home as an end of career option, as a result of which also jobs in the profit sector / with SME’s come in scope. If any competing activities or conflicts of interest would arise with one of the participating employers, the concerned employer can refuse to publish your vacancy on its proper platform.

Assigning companies integrated this in their (end of) career policy, to be able to keep employees longer at work in a meaningful and motivated manner. It is a sustainable and active alternative for prepensions and fits within the cla 104, the employment plan for 45+. On top of that, the assigning company generates revenues and can lower the HR expenses, and can offer internal career opportunities for youngsters in their organisation.

Each potential employer joining the platform needs to be approved by the board of directors. Joining the platform is simple. Contact us through info@experienceatwork.be or +32 478 20 79 58 for more details.

That is something that you determine yourself. We ask you to integrate the concept in your (end of) career policy and to offer the vacancies to all employees as of a certain age. Next to this, you may also offer these possibilities to employers who do not have a fixed job in your organisation anymore.

Yes, each participating organisation gets its own online platform through which employees can consult the vacancies. If certain vacancies cannot be published on your own platform because of the type of function or the budget linked to it, this can easily be arranged.

Indeed, the vacancies are published on a platform which is not publicly accessible. Only the employees of participating employers have access to them through their own intranet.

No, this is an initiative from employers for employers and is only accessible for employees of one of the participating employers.

You can ask your employer to contact us through info@experienceatwork.be or +32 478 20 79 58.