There are many significant benefits of hiring more young employees, graduates and bright new talent. For example, it can:
- Bring in fresh new skills and ideas
- Help your company to ‘move with the times’
- Build your company’s talent pipeline – so as to secure its future
- Enable you to grow and nurture talent, so you don’t have to spend so much buying it in
- Improve your brand as an employer
So, if you weren’t considering investing in young people, to attract them to your company, why not – when you could potentially be missing out on all of these benefits?
Tips for bringing more young people into your workforce
If you haven’t targeted a younger employee market before, you are bound to face a few challenges. Here are a few useful tips, some from experts at graduate recruitment, to help:
- Think about designing or modifying roles for young people in your company, and think about whether the new roles really require previous experience or not
- Be pro-active in seeking out a younger market. Go to universities, graduate fairs and other events where you can directly engage young people, answer their questions and potentially source exciting new talent
- Be digital. Social media is a very valuable recruitment resource, as most recruitment specialists know. However, using it correctly is another matter – Catherine Schlieben, Head of Resourcing for ITV, offered some advice on CIPD.co.uk: “Social media is essential for attracting young people. But it can only be successful if there are clear guidelines associated with its use, corporate support and clarity around the messages and information you want to communicate.”
- Simplify and streamline your job description and application process. It’s simple – the easier it is to apply for a role, the more applications you will receive. Similarly, the clearer and more concise you are with everything from adverts in print and online to the job description, the more likely you are to attract interest from candidates who could actually be right for the position.
- Look for potential. When recruiting young people, you are not necessarily looking for someone with all of the right experience and knowledge – because they have not had the time in the job market to have built up these accomplishments. Instead of a ‘looks good on paper’ candidate, what you should be looking for is that spark of potential, as Microsoft’s Apprenticeship Manager Dominic Gill explained to CIPD.co.uk: “Some employers can search endlessly for exactly the right person for the job. Instead, they should try looking for a young person with potential, who has the right skills and motivation – they should develop them. Employers shouldn’t see young people as just another hire. You need to be a bit inventive, and it pays off.”
Adria Solutions is a specialist in IT and sales recruitment, and has particular expertise in graduate recruitment – if you’re looking for potential and to inject bright new talent into your company, the expert team at Adria can help you find it.