Ok, you might be thinking, ‘Not another ‘how to’ blog’, but hang in there, this one’s important.
Gen Z will account for 30% of the workforce by the end of 2022, meaning attracting younger talent is going to become even more business critical for all of us.
What’s more, the innovation, drive, tech skills and fresh perspectives younger colleagues bring can really energise your workplace. I’ve seen this first-hand heading up the apprenticeship programme at Babble.
Attracting young talent is more complicated than dangling a big pound sign though. With the rise in more hybrid and flexible work environments, young people are more inclined towards new incentives and innovations.
Recent research from Robert Walters reveals that more than half of young people reported that poor company culture was a deal breaker for them. Also, three quarters of them listed an engaging, social, and fun workplace as vital.
Here are some tactics worth trying to attract younger talent.
Good benefits
Research conducted by Mindspace and One Poll shows that 26% of Gen Z stated a company’s benefit package as one of their deciding factors whilst considering potential employment.
Offering a flexible working environment is a major attraction amongst all industries. Providing benefits outside work, like hosting socials and providing discount schemes like Perk box is also a sure-fire way to get interest.
Programmes which protect the employee’s mental well-being are also increasingly popular and show that you care about your team as people and not just as units of productivity.
Clear training and progression opportunities
Research from ICIMS shows that creating progression paths for young colleagues is key to stopping them switching jobs due to disappointment over a lack of professional development and training. So, it’s very important to be upfront and transparent with what they can expect from the beginning.
Training which can upskill has proven to be one of the best ways to attract young talent. It helps them to develop their soft and hard skills, which will also benefit the business. And, with the ever changing landscape of the tech sector, regular upskill training is key to ensure employees are up to speed with the latest developments too.
Offering emotional intelligence training, leadership development programs, mentorship, and coaching are also a few ways a business can offer to draw young talent and keep them motivated.
Good leadership
It is crucial for leaders to talk to young workers and show they care about their development as it provides them with a sense of belonging and trust. Robert Walters’ research also revealed that young talent often decides to work at a place based on the reputation of its work environment so giving praise and constructive feedback is key.
Challenging and interesting work
Most of us have to serve our time with the photocopier before we get to do something more interesting. That being said, breaking up the monotony with challenging work often keeps young talent motivated, as well as helping them to develop.
A job that offers more opportunity for development will often win out over a job which pays more but is restricted. And you never know, a new joiner with a fresh perspective might have the keys to unlocking a problem which has been holding you back from making progress within your business.
Hiring young tech talent can be stressful and energy-consuming. However, with the right development opportunities, benefits and role progression, you’re much more likely to build a team of enthusiastic individuals, who can help you build a better business.
