Why life experience makes all the difference

Friday afternoons are usually quiet at construction company UBA Bouw in Uithoorn, the Netherlands. But when newly completed homes have just been handed over and a serious problem occurs, a single phone call can mean the difference between a peaceful weekend and an urgent crisis. On those afternoons, Monique Hutten (69) is at the front desk.

Monique Hutten: “I want to stay involved in working life. For me, it’s not just about work, but about staying active and connected. I would encourage others to stay open to opportunities. If you feel healthy, there is still so much you can contribute to society.”

Last year, when UBA Bouw needed someone to manage the reception desk on Friday afternoons, age was never the deciding factor. What mattered was finding the right person for the role. “We weren’t specifically looking for a senior candidate,” says Suzan Gersen, HR officer at UBA Bouw. “We simply had a vacancy for Friday afternoons. But we did think it would be valuable to have someone with some life experience in that role – someone who stays calm, thinks practically and doesn’t panic when unexpected things happen.”

There’s a good reason for that. By Friday afternoon, most colleagues have already left for the weekend, Suzan explains. “If a client calls because something has gone wrong after a project handover, the person answering the phone needs to stay composed and immediately start looking for solutions.”

Experience you can’t teach

Several candidates were introduced through Unique, but Monique immediately stood out. Partly because of her background as she had worked in the construction industry for years – but also because of what she brings to the table: flexibility, professionalism, and a natural confidence in interacting with clients.

Barbara Harkema: “Senior employees often settle into a role quickly because they have dealt with similar situations throughout their careers, plus they don’t get flustered easily.

For Barbara Harkema, account manager at Unique, Monique’s story highlights exactly what Unique Senior aims to achieve: to demonstrate that senior candidates represent untapped labor potential. “You often hear the same prejudices,” says Barbara. “That older workers are more expensive, take more sick days, are less physically capable, or less tech-savvy. What we actually see is experience, reliability, and stability. Senior employees often settle into a role quickly because they have dealt with similar situations throughout their careers, plus they don’t get flustered easily.”

A wider perspective

For Cindy Sonnemans, Director of Major Accounts at Unique, Monique’s placement reflects a wider shift in how employers view talent. “Taking a broader view of talent has always been in Unique’s DNA,” she says. “It’s not only about diplomas, resumes or age, it’s about the person behind them.” According to Cindy, today’s tight labor market calls for that broader perspective. “When you put talent first, you stop focusing on preconceptions, but on what’s needed for the job.” Unique Senior fits within that broader movement at Unique: looking beyond the curriculum vitae and qualifications, focusing on people’s ambitions, their motivation and potential.

Cindy Sonnemans: “In an aging labor market, senior candidates are of enormous value. Seniors bring calmness, knowledge, and experience. They understand responsibility and know how to navigate difficult situations.”

A professional colleague

At UBA Bouw, Monique quickly became a familiar face on Friday afternoons. Mariëlle Schoordijk, her direct supervisor, sees her as a full-fledged member of the team. “I think Monique is a wonderful and professional colleague, who represents our company extremely well. She works independently and takes work off our hands. To us, she doesn’t feel like a temporary staff member, but just another colleague. Her flexibility is another advantage. Aside from her regular babysitting day on Thursdays, she’s always available to help at short notice if needed.”

Inclusion as everyday practice

Hiring Monique fits naturally within UBA Bouw’s broader approach to recruitment and inclusion. The company increasingly looks beyond traditional ideas of what makes someone ‘suitable’ for a role. Senior employees with physical limitations now mentor younger carpenters. A retired colleague works part-time in the materials department, passing on years of practical knowledge. And recently, UBA Bouw hired an architect from Albania who had not yet fully mastered Dutch – but who has passed his language certification at his first attempt.

Mariëlle Schoordijk: “Monique is a wonderful and professional colleague, who represents our company extremely well. She works independently and takes work off our hands. She doesn’t feel like a temporary staff member, but just another colleague.”

Monique’s perspective

“Next month I’ll turn 70, but I still want to stay involved in working life. After years in construction and real estate, and a short break following a broken wrist, I found this role at UBA Bouw through Unique. For me, it’s not just about work, but about staying active and connected. I feel included, meet new people, and it has even led to new friendships. What I appreciate most is the mutual flexibility. I’m there for UBA Bouw when needed, and they take my schedule into account as well. On Thursdays I look after my grandson, and alongside work I stay active, exercise regularly, and enjoy traveling. It all fits together perfectly. I would encourage others to stay open to opportunities. If you feel healthy, there is still so much you can contribute to society.”

Suzan Gersen: “My message to other employers? Just sit down and talk with a candidate, regardless of any doubts you may have. It’s about the person, their personality and attitude. Age has very little to do with it.”

To a nationwide service

With the launch of Unique Senior during the Global Week of Impact, Unique hopes to expand the approach that worked for Monique and UBA Bouw to many more employers across the Netherlands. “We want to introduce as many senior candidates as possible to employers during that week,” says Cindy. “That means actively looking for job openings and encouraging employers to take a fresh look at talent.”

The goal is clear: to increase the number of people over 67 years of age working through Unique from 44 to 100 this year. “Focus on someone’s strengths instead of their limitations,” Cindy says. “And be willing to give people a chance. If we recommend a candidate, we genuinely believe in their potential.”

For Monique, those Friday afternoons are more than just work. For UBA Bouw, she is far more than temporary staff. And for Unique, her story proves that looking beyond age, a resume, or preconceptions leads to matches that are just right.