It’s never been more essential for companies to give attention to hiring and developing potential talent. Many companies have had recruiting issues in the past years and they believe there’s increased competition for hiring talented people.
With problems like growing employment issues, skills shortages and high youth unemployment rates, perhaps it’s time for employers to change their focus onto the up-and-coming generation.
Should companies employ young people? Certainly. Younger employees could benefit companies in several ways, including new abilities and refreshing ideas, readiness to learn, determination, power and optimism, diversifying company brands and developing part of potential talent pipelines. The continual escalation in skills shortages implies that it is more important than ever to invest in future talent.
What’s promising is the fact that there is a greater number of companies actively attempting to attract employees of varying ages; almost a third of companies have more 16-24 year-old workers than the previous year.
Companies have altered their resourcing methods and have invested more effort into in-work development and, particularly, developing fresh youthful talent.
The three most typical reactions to handling difficult-to-fill job openings are upskilling, employing apprentices and recruiting graduates. There also appears to be a heightened awareness in companies that they will have to get and develop young talent in order to minimize the potential harmful effects of labor shortages.
The bad news is that some employers think that the present educational system does not produce graduates that meet their skill requirements. So they use their own methods of finding and developing the abilities of younger employees.
Based on a study, almost 50% of companies provide apprenticeships, 30% provide internship strategies, while 20% sponsor university students or give them post-A-level access routes. Because of this, greater cooperation between colleges, universities and companies are encouraged. The government also supports this initiative to better prepare and train young people for the real world of work.
Practical Steps to Attract and Develop Future Talent
What can companies do to attract top young talent into their company? What training can they provide so that these young employees will stay and add great value to the company?
• Evaluate your company’s current skills. Discover the gaps in skills and know which will be required later on as business conditions change. By actively interacting with young people today, you can begin to construct a pipeline of potential experts, which could place you ahead of your competition and secure your future development.
• Consider creating a number of functions for young people joining your company, for example apprenticeships, graduate programs, internships and job placements. Initiate interaction with young people by going to local colleges, job fairs, colleges and university events to let them learn about the job options you provide.
• It’s also very important to keep in mind that it’s not only about getting young adults into your company, but providing training for them and retaining them as well. Areas for growth and development include building confidence, communication skills and industrial skills. Additionally, take into account generational learning preferences. Young adults particularly are eager to learn from useful, hands-on activities coupled with good support. Although formal learning and skills are important, they need to have lots of chances to convert theory into practice.
• Ultimately, have a system that promotes shared learning and knowledge exchange between people of different generations.
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