10 Smart Recruiting Strategies to Attract Young Talent

by Ronald Wolf Business Consultant

What attracted talent a mere decade ago is no longer topical for millennials and Gen Z. The rules of the game have changed, as amenities such as flexible work hours and financial stimuli are now expected and not negotiable.

We offer you 10 smart recruiting strategies that will help you snap up top talent in the industry.

A fair salary

Money is among the top factors why a person would decide to join your company. However, it is not the only factor, so splashing thousands of dollars at young and ambitious individuals won’t win them over. Nowadays, youth has a mindset that places experience and opportunities over cash.

What a young talent is after in financial terms is more of a fair than a lucrative salary. Mind you, at times when the company is doing well, they will expect a hefty bonus.

On the other side, when the business is in dire straight, as many companies during the coronavirus crisis, they will be happy with their current pay grade.

Building trust

When it comes to office life and everyday interaction, young talents stress the importance of trust. They want to be able to respect at trust senior managers. Managers should avoid misleading new hires and be honest with them 100% of the time.

This will teach young people that they and trust their superiors, which does wonders for motivation. Youngsters talk to each other and once college seniors find out that there is mutual trust in your firm, you won’t have to post job ads, as the drawer will be full of impressive resumes.

Fixed schedules are a thing of the past

After they secure a fair, transparent, and equitable remuneration for their work, top talent will ask for a flexible schedule. Gone are the days of fixed schedules, as younger generations are much more flexible in terms of work hours and working from home.

The term “flexible” should be understood in the broadest sense possible, as youngsters don’t like to be bossed around. They expect their employer to be available for negotiation on any given topic, from buying a 3D printer to renegotiating the terms of their employment contract.

More than a casual Friday

When it became planetary popular during the 1990s, casual Friday was a way to relax the tension at work bit. In today’s business culture, every day of the week is a casual Friday, as the ultimate goal is to create a cool, yet productive atmosphere at work.

All employees should know what is expected of them but likewise, they should have absolute freedom in selecting the best method to deliver results.

From drinking coffee in the kitchen all morning long to sitting in a lazy bag, everything goes in the world of perpetual casual Fridays, as long as the results are there.

An office environment like no other

If you think that the aforementioned lazy bag is hip, we are sorry to say, it’s not and it hasn’t been trendy for at least half a decade. Young talents have a completely different notion of office amenities. You won’t impress them with ergonomic chairs but an indoor garden should blow them off their feet.

Namely, Gen Z is an eco-friendly generation, as they are one with Mother Nature. Get some good-quality garden accessories and let them trim, hoe, and water plants inside the office. As an alternative, you can grow a garden on the balcony or even better, plant a hanging garden!

Sustainability is a thing nowadays

An office garden doesn’t only look nice, it’s actually sustainable. Namely, if you plant chili peppers, employees can add them to their diet, which would be cool as heck! This is just one example of a company culture dedicated to sustainability.

There are many things you can improve around the office to show the staff you care about the environment, such as taking old paper to recycling or hand out zero-waste pens. Finally, let young folks suggest sustainable ideas that you would later adopt.

Don’t be harsh on new hires

Listening to young people does’ only translate into trust but it helps them develop their talent to the fullest. Although constructive criticism is more than welcome in an office environment, it might be wise not to be too harsh on new hires, at least during their first couple of weeks on the job.

By saving criticism for later, you are building an image of a company that stimulates young talents, rather than disparaging them like others. As a result, graduates will be more likely to consider employment, as they know that no one will come hard on them, at least during the adjustment period.

Part of the community

Apart from sustainability, youngsters are socially conscious, i.e. they wish to actively support the local community. If your company doesn’t have a strong record of social responsibility, top talents might pass you over when choosing where to apply for work.

Taking part in community events isn’t hard or costly. For instance, buying sports equipment for the local junior soccer club won’t cost you much but it will present a great opportunity for the employees to hang around children. Such images will appeal to graduates when they see them on your Facebook page.

Social media talents

Speaking of Facebook, you can feel free to thank the present social media manager for their effort, as the younger generation will take over. Namely, young talents cannot be given executive positions from day one but they can be allowed to manage the company’s social media accounts.

Since social media platforms are unofficial communication channels, the younger generation will handle posting end editing photos and videos the best. Once snippets from office life start flooding your Instagram feed, youngsters will be more likely to apply for a job in your company.

Earning a reputation

Let’s face it, lesser-known companies have a hard time luring top talent among their ranks. However, even a startup can build a reputation using savvy marketing strategies. Unlike conventional marketing plans, the recruitment plan focuses on the company’s reputation, rather than financial deals.

First of all, the company should have a blog where prospective employees could learn more about the firm’s corporate culture and policies. We have already mentioned that current employees should be encouraged to share spontaneous content on social media.

Finally, you should learn to treat candidates like customers. You don’t want to sell them anything but you should do your best to convince young talents that your company offers ideal terms of employment. Even if they don’t accept your offer, the job interview should end on a positive note.

These were just 10 smart recruiting strategies but you’ll find about many more once you talk with new hires. Millennials and Gen Z are altering the landscape of today’s labor market, so it’s worth effort to listen to what they have to suggest.

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About Ronald Wolf Freshman   Business Consultant

11 connections, 0 recommendations, 32 honor points.
Joined APSense since, January 10th, 2018, From Perth, Australia.

Created on Jun 29th 2021 03:27. Viewed 94 times.


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