The added value of employing active and former elite athletes: An employer’s perspective

Athletes with (a view on) continued employment upon athletic retirement encounter fewer difficulties adapting to their end-ofathletic- career transition (Stambulova, Stephan, & Jäphag, 2007). Recent research therefore generally focused on developing and enhancing support for athletes in their vocational development (Cosh & Tully, 2015). However, employers’ perspectives on the added value of (former) elite athletes as employees are lacking. Therefore, the aim of this study was t o identify employers’ perceptions on (1) the added value of employing elite athletes, (2) ways to maximize athletes' added value, and (3) ways to compensate for possible disadvantages. Focus groups and semi-structured interviews were conducted with a total of N = 65 employers in six European countries and analysed using inductive thematic analysis (Braun & Clarke, 2006). Results revealed that employers see affinity with sports, facilitated cooperation with sports organisations, developed competencies such as goalorientation, dedication and self-discipline, and commercial purposes as main reasons to hire (former) athletes. The need for flexibility, lack of key competencies, occupational delay, legal frameworks, the fact that sport is their priority, and the possibility of injury, are perceived as reasons to not hire (former) athletes. Based on these reasons, employers suggested several strategies to maximize athletes’ added value and compensate for disadvantages, including career counselling, exit interviews, financial management, apprenticeships, network events, online platforms and ambassadors. The findings can serve as a basis to develop methods and promote the added value for the world of sport, employers, governmental agencies and policymakers with regard to employing active and former elite athletes.