It’s always a challenge to recruit talented young people who can join your workforce and offer long-term growth potential that can only come from smart and productive employees. One of the main reasons a company strives to maintain its high public image and project the idea that it is an employer of choice is to hire the best and brightest among the young.
Young employees contribute a lot to a company that can complement a larger workforce and make the company that much more important. Young employees know the wants and needs of their colleagues. So instead of figuring out how to market the current generation of 18-28 year olds that make up the disposable income age segment, keep an eye on company priorities.
The current generation
Young workers are often optimistic and eager to change the world. Their sense of mission and belief in the system to make the world a better place not only translates into higher morals internally, but also in a business philosophy that shares these values.
To attract the brightest minds in universities across the country, we must rethink what we offer these young people. You don’t quit science just to make a lot of money. Transform the leader of young workers who can make a change for the better in his company.
- Don’t make potential work on money or your company name recognizable. The reputation of the company can be both negative and positive.
- Young people know the Internet and want to use modern technology to achieve their business goals. It is in our interest to achieve this objective, since it allows us to be in contact with the market. Jed Simmons, who owns a foundation repair company in Buffalo, NY, says he empowers his workers to use new technology to connect with customers.
- Corporate culture is an important factor in hiring and retaining the right employees of this generation. Young people strive for a creative business climate that can change as new elements become available, a responsive and easily accessible executive board.
- Corporate values mean a lot to youthful employees. This means that those high-spirited values printed on posters and pasted in the human resources department must mean something. By demonstrating that the company lives up to its ethics and values, you will attract the idealistic side of young workers.
- The values that the company supports should reflect a modern attitude towards diversity and “green change”. If you have walked around the office while maintenance is being done, you will notice the trash cans strewn about it. You will notice the diversity of cultures and races in the composition of the staff.
- Listen to what your employees desire from their job and work culture. Start with this resource.
- Be prepared to recruit from different disciplines. Also, if you are recruiting for a financial services position or other specialization, you should be open to recruiting students with an emphasis in the liberal arts or teaching. These young people can train for the job at hand and bring a fresh approach to the job description based on their academic area of interest.
This can take a long time to change if the company culture lags behind. But it’s worth starting now to attract the kinds of workers that will mean long-term growth for the company. If you do some serious business analysis, now is the time to start influencing change so that by this time next year you can better appeal to the up and coming youth of today.