One of the biggest challenges for companies is to understand how to manage talent, especially when you can find highly skilled professionals from 25 to 60 years old. So, is it possible to merge the exchange of ideas between different generations?

Sandra Cubas, managing director Peru & Ecuador at Cornerstone Group, states that Reserve Mentoring consists of “a tool where it is the new worker who guides and orients the older ones in the company”.

Thus, the traditional order of the relationship between master and disciple is inverted. This is mainly for the purpose of continuous improvement of workers.

This trend goes beyond the conventional, as young people achieve greater involvement in projects and find a motivating factor.

Against the panorama, the exchange of knowledge and experiences between the different generations is enriching, resulting in a 70% increase in productivity.

“Experience no longer understands age, today, companies that implement this trend, achieve added value in all their employees, where the satisfaction rate reaches over 80%,” he says.

In itself, Reverse Mentoring is the ideal opportunity to enhance two-way learning, allowing the continuous development of the different generations that make up a company.

What do companies value in a candidate?

Attitude is one of the most important points, beyond experience. Daniella Puémape, Outplacement Managing Consultant at Career Partners, comments that, “8 out of 10 recruiters value the attitude of the candidates, since having a good predisposition influences the future worker to fit, not only in the position to be performed, but also with the purpose and corporate culture of the company”.

In addition, there are three factors that candidates that attract the attention of recruiters:

Proactivity. Candidates with this quality are able to transform ideas into actions, seek new opportunities and be persevering in the professional and personal sphere.

Flexibility. It is not just about having specific knowledge in many areas, but wanting to perform functions different from those determined for the position and adapting to the needs, being willing to learn.

Motivation. A key element in outplacement processes, since a candidate who shows enthusiasm for the position will show the best version of him/herself and companies are increasingly aware of this.

Motivation.