Reskilling is a term that is cropping up more and more frequently in discussions about career development and the labour market. The world is changing rapidly: jobs are disappearing, new roles are emerging, and more and more people are asking themselves: is my current career path still the right one? In this article, we answer the most frequently asked questions about reskilling, so that you know exactly what it involves, who it is suitable for, and how you can go about it in practice.
Whether you’re thinking about a new career path yourself or simply want to understand better what retraining actually involves, here you’ll find clear answers to the questions that really matter.
What exactly is retraining?
Retraining is the process by which a person acquires new knowledge, skills and competences in order to take on a different role or pursue a different career. It goes beyond a one-off course or training programme: retraining is aimed at a fundamental change of career direction or field of work.
It is important to understand the difference between further training and retraining. Further training deepens or updates your knowledge within your current field. Retraining, on the other hand, prepares you to move into something new: something outside your current role or sector. Think, for example, of an administrative assistant retraining for a role in the healthcare sector, or a production worker making the switch to the IT sector.
Retraining can take various forms: a training course, a practical programme, a combination of coaching and on-the-job learning, or an intensive programme run by an accredited institution. The duration and intensity vary considerably, depending on the new field and the individual’s background.
Who is retraining intended for?
Retraining is intended for anyone who wants or needs to make a significant move into a different profession or field. This may be a conscious choice, but it may also be the result of changes in the labour market or within an organisation.
In practice, there are a number of groups for whom retraining is particularly relevant:
- Employees whose role is being made redundant or significantly altered as a result of automation or reorganisation
- Professionals who, after years in the same field, find that their work no longer fulfils them
- People who are re-entering the labour market after a period of absence, such as sick leave or parental leave, and wish to take a new direction
- Employees who realise that their current skills are not sufficiently aligned with future demand in their sector
Retraining is therefore not just for people in a crisis situation. It is also a proactive step for professionals who want to future-proof their careers and take control of their own career path.
When is retraining the right choice?
A career change is the right choice when further training or professional development within your current field offers insufficient prospects and a fundamental change of direction is necessary or desirable. This applies to situations where the gap between where you are now and where you want to be is too wide to bridge with small steps.
Here are a few signs that may indicate that retraining is the right move:
- Your job will disappear or undergo radical changes as a result of technological or organisational changes
- You’ve noticed that your work hasn’t been giving you any energy or satisfaction for quite some time now
- You have a clear interest in or talent for another field, but lack the formal knowledge or experience
- You want to consciously embark on a new phase in your career and need guidance and support to do so
A career change requires taking an honest look at yourself: who are you, what are you capable of, and what do you want? Self-awareness is the starting point here. Without that awareness, there’s a good chance you’ll choose a new direction that ultimately suits you just as little as the previous one.
What is the difference between retraining and outplacement?
Retraining focuses on acquiring new skills for a different profession. Outplacement focuses on supporting an employee who is leaving their current employer to take up a new job or move to the next stage in their career, whether or not this is in a different field. Retraining may form part of an outplacement programme, but this is not necessarily the case.
Outplacement focuses on the transition: from one employment situation to another. This process often includes elements such as career guidance, drafting a strong CV, interview training and personal coaching. Retraining is more specific and involves actually acquiring new knowledge and skills for a different profession.
In practice, the two often complement each other. Someone receiving outplacement support whilst leaving their job may realise during that process that retraining is the best next step. The career guidance provided as part of outplacement then helps them to determine which direction best suits their personal talents and ambitions.
How does a retraining programme work in practice?
A retraining programme always begins with an orientation phase, during which it becomes clear what a person wants, what they are capable of, and which direction best suits their talents and the opportunities available on the labour market. This is followed by a learning or training phase, after which comes practical experience and support during the transition to the new role.
In practice, a retraining programme often takes the following form:
- Self-awareness and career guidance: Gaining an understanding of who you are, what drives you and which talents you want to put to use
- Labour market research: Find out which careers match your profile and offer realistic prospects
- Education or training: Undertaking an accredited training programme, course or practical programme in the new field
- Gaining practical experience: Gain experience in your new field through work placements, projects or temporary assignments
- Support with the transition: Coaching and support with job applications and the actual transition to a new role
The duration of a retraining programme varies considerably. Some programmes last a few months, whilst others last a year or longer. A tailored approach is essential here: a good programme is tailored to the individual’s personal circumstances, the new field of work, and the time and resources available.
Who pays for an employee’s retraining?
Funding for retraining may come from the employer, the employee themselves, the government or a combination of these. Which party pays depends on the reason for the retraining and the employee’s specific circumstances.
There are several options:
- The employer: Where retraining is required due to organisational changes or a reorganisation, the employer is often willing or obliged to contribute towards the costs
- The UWV: Employees who are unemployed or at risk of becoming unemployed may be eligible for training grants or allowances through the UWV
- STAP budget or sectoral funds: Depending on the sector, there are funds available that (partially) reimburse the cost of training courses
- The employee themselves: Where retraining is a personal choice made independently of the employer, the employee sometimes bears the costs themselves, although there are still opportunities for financial support in such cases
It’s always worth thoroughly researching the funding options available before you start a programme. A career coach or a specialist agency can help you identify the right options.
How Nieuwkans helps with retraining and career changes
At Nieuwkans, we support employees who are at the start of a new phase in their careers, whether that involves retraining, career guidance or a broader step in their professional development. We believe that everyone can shape their own future, and that starts with understanding who you are and what you want.
What we offer:
- Personal career coaching, tailored to your situation and goals
- Gain insight into your natural talents and cognitive behavioural preferences through scientifically proven methods, such as the BrainsFirst approach
- Support in exploring opportunities in the labour market that match your profile
- Support in making practical decisions and taking the first steps in a new direction
- Tailor-made programmes with no standard options, because your situation is unique
Would you like to find out more about how to remains employable in the long term and take control of your career? Or are you ready to take the first step? Contact us and find out what we can do for you.