The labour market is changing rapidly. Technology, an ageing population and shifting economic priorities mean that some sectors are shrinking, whilst others are growing rapidly. For employees who find that their current role is becoming less future-proof, there is reskilling a real opportunity to stay ahead of that trend and remain employable in the long term.
But which sectors are currently most in need of retrained staff, and how do you know if such a move is right for you? In this article, we answer the most frequently asked questions about retraining, so that you can make a well-informed choice about the path that suits you best.
What does retraining mean for employees in the labour market?
Reskilling means that an employee acquires new knowledge and skills in order to take up a role in a different position or sector. It differs from further training, which involves deepening your existing knowledge within your current field. With retraining, you make a deliberate move into a new field, often whilst retaining the valuable experience you have already built up.
Reskilling is playing an increasingly important role in the labour market. Automation is replacing routine tasks, and organisations are looking for employees with skills that align with new work processes and technologies. Reskilling is therefore not a sign of failure, but rather a sign of adaptability and ambition. Employees who proactively invest in new skills increase their chances of a meaningful and stable career.
What makes a career change so appealing is that the experience you’ve gained in your previous career is almost always transferable. Communication skills, project management, customer focus and analytical thinking are valuable in virtually every sector. So you’re never starting completely from scratch.
Which sectors have the greatest demand for retrained staff?
The sectors with the greatest demand for retrained staff are healthcare, technology and IT, education, the sustainability sector and logistics. These are areas where the demand for qualified staff is consistently higher than the supply, meaning that employers are actively seeking people who are willing to retrain.
Technology and IT
The digital transformation of organisations requires people who understand how technology works and how it can be utilised. Roles such as data analyst, cybersecurity specialist and cloud engineer are difficult to fill, and employers are willing to invest in people from different backgrounds who are keen to learn the technical basics.
Sustainability and energy
The energy transition is creating an entirely new labour market. Solar panel installers, sustainable building consultants and specialists in circular processes are in high demand. People with a technical or construction background can retrain relatively quickly to enter this growing sector.
Education and support
The teacher shortage has been a challenge for years. Professionals who wish to combine their specialist knowledge with mentoring others can start teaching relatively quickly by following a career change programme. Demand is also high in youth care and social support.
Why is there such high demand for retrained staff in the healthcare sector?
The healthcare sector is facing a chronic staff shortage due to a combination of an ageing population, rising demand for care and a limited intake from traditional training programmes. As a result, healthcare organisations are actively seeking people with relevant backgrounds who are willing to retrain for roles in the sector, ranging from care workers to practice assistants.
What makes the care sector a unique choice for a career change is the breadth of the field. You can work in home care, mental health care, care for people with disabilities or hospital care. Each specialism has its own character and requires a slightly different combination of skills. People with a background in administration, communication or the service sector often find that their social and organisational skills are well suited to care work.
Furthermore, many healthcare organisations are actively investing in retraining programmes, sometimes in collaboration with local authorities or the UWV. This means that the barrier to making the switch is lower than in many other sectors, as funding and support are already partly in place.
How do you know if your skills are relevant to another sector?
Your skills will be relevant to another sector if you can link the transferable skills from your current job to the core requirements of that new sector. It starts with self-awareness: knowing what you’re good at, what energises you and what qualities set you apart. Only once that is clear can you honestly assess whether there is a good fit.
A good way to explore this is to compare job descriptions in the sector that appeals to you with your own profile. Which skills match? Which ones are still missing? This will give you a clear picture of how much retraining is required. Sometimes it’s less than you might think.
Talking to people who already work in that sector is another valuable step. They can tell you which skills really make a difference in practice, regardless of what’s stated in job adverts. This gives you a realistic and honest picture of what the move entails.
For employees who find it difficult to identify their own talents and qualities, sustainable employability for employees a structured approach to developing precisely that insight, so that you can make informed choices about your career.
When is retraining the right choice for an employee?
A career change is the right choice when you realise that your current field is in steady decline, when your work no longer energises you, or when your talents would be better utilised in a different context. It is not an escape, but a conscious decision to reshape your career based on what you have to offer.
Clear indications that retraining may be worthwhile:
- Your role is changing significantly as a result of automation or reorganisation and no longer aligns with what you want to do.
- You feel that your talents and qualities are not being fully utilised in your current role.
- You’ve been interested in a different field for some time now, but you haven’t taken that step yet.
- The sector in which you work offers little prospect of growth in the coming years.
- You want your work to have a greater social impact.
A career change takes time, energy and, at times, a financial investment. However, anyone who makes this decision based on a clear understanding of themselves and a realistic outlook on the future significantly increases their chances of a successful and sustainable career change.
How do you go about retraining as a working professional?
As a working professional, you begin your reskilling journey by first clarifying your starting point: what skills do you already have, what do you want to learn, and in which direction do you want to develop? You then look into which training programmes, courses or pathways fit with that direction and whether your employer is willing to contribute to them via a training budget or study leave.
Practical steps to get you started:
- Identify your current skills and interests, preferably with the help of a coach or a talent assessment.
- Explore two or three sectors that appeal to you and talk to people who already work in them.
- Find out which courses are recognised in that sector and how long they last.
- Discuss your plans with your employer and ask about the support available.
- Draw up a concrete plan with a timeline, so that retraining remains feasible alongside your work.
Retraining whilst working requires realistic planning. It’s better to choose a longer-term approach that you can stick to than an intensive programme that comes at the expense of your wellbeing. Small, consistent steps lead to a big change in the long run.
How Nieuwkans helps with reskilling and long-term employability
At Nieuwkans, we help employees take the step towards reskilling or a new career path with confidence. We believe that everyone can shape their own future, as long as they know where they stand and where they want to go. Our approach is always tailor-made; we never offer a one-size-fits-all programme.
What we can do for you:
- Gain an understanding of your natural talents and cognitive behavioural preferences through scientifically proven methods, such as the BrainsFirst approach.
- Personalised guidance to help you explore new career paths that suit who you are.
- Support in making practical decisions about retraining, further training or a career change.
- Programmes focused on sustainable employability, ensuring that you remain a valuable asset in the labour market not only now, but also in the future.
Are you curious to find out what a career change could mean for you and how best to go about it? Contact us and we’ll look at the options that suit you best.