How to attract young talent: 10 keys to capture their interest

Young talent is essential for businesses. Their presence in the organisation brings fresh air, new ways of thinking, innovation and ideas for the present and the future. If your company does not renew itself, it is doomed to obsolescence! Want to know how to attract the most talented young people to join your team? The first thing you need to know is what these promising young people are like.

It’s a fact: young people are never the same as the adults they live with. Change and transformation are part of their existence: they want to do different things to achieve different goals! Two generations reflect this reality perfectly: the Millennials and the Zetas. Both are the pool of young talent you need.

Millennials are those born between 1981 and 1993. Generation Z shares similar characteristics with them, especially when it comes to the workplace.

Distinct traits of millennials and their successors

Today’s young people are highly educated, especially in languages, digital marketing and new technologies. They are able to take on big challenges and are full of fresh ideas.

Young millennials have certain characteristics that define their motivations, their interests and the reasons why they make decisions. Obviously, you need to know what they are in order to satisfy them if you want them to work in your company:

• They are characterised by their joie de vivre. They do not adhere to a traditional style.
• They are adventurous, motivated to do things and experience new sensations.
• They love to travel and discover new cultures.
• They are very networked: the Internet age began with them.
• They are practical and problem solvers.
• They are 100% digital; they use a variety of applications and hate traditional payment methods.
• They hold high social values and fight for them.
• They are particularly concerned about health and the environment.
• They are happy in a job… if they connect with the company culture and it meets their expectations.

Differences with generation Z

As for Generation Z, there are some important differences to consider. Those born between the late 1990s and 2015 belong to this category:

• They openly express their concern for sustainability.
• They prefer to consume organic and environmentally friendly products.
• They embrace entrepreneurship. Their work priority is to become self-employed in the short term.
• They are committed to online education.
• They are closely connected to their personal and audiovisual image. Instagram, YouTube, TikTok… are their references.
• You value flexibility at work, especially in terms of schedules.
• You are creative and have a great capacity for adaptation.

In general, they need to work with a personal purpose that aligns with their company’s goals and philosophy. They want to feel unique, to know that they are doing something valuable and real. They have a social conscience and want to know that they are making a difference while enjoying a stimulating life experience.

As a result, they prefer companies that add value to society and do work that is externally recognized.

Some illustrative data about today’s youth

According to the Comparative Youth Development Index, there will be more than 73 million people between the ages of 15 and 29 in Europe in 2021. Approximately 51.40% were males and the remaining 48.60% were females. In Spain, for example, 51.22% of the 7,362,914 young people were male.

The youth unemployment rate in the West, on the other hand, is worrying. Despite the high level of skills and training acquired, the new generations are finding it difficult to find employment. According to data provided by Trading Economics, this indicator was close to 60% in the United States in June 2022.

These people are best prepared to take on the jobs of the future. Moreover, attracting young talent is essential for companies. So this is a real issue.

The data reflected in the Global 2022 Gen Z & Millennial Survey report provides an X-ray of our young people. It is very useful information to help you attract the young talent your company needs. Keep these aspects in mind:

• They are particularly concerned about sustainability, mental health, and the high cost of living.
• 40% of Gen Zers and 25% of Millennials intend to leave their current job within two years. Why? They say because of the salary and to better balance their personal lives.
• Four out of ten young people surveyed have turned down job offers that did not match their ideals.

New motivations and criteria

At this point, it seems clear that traditional motivators, incentives and pull factors are not working for our young people. While it is true that unemployment is high, young talent is highly valued. To recruit and retain the best, you will be competing with many more companies. And as we’ve seen, they are independent, experienced, and have your best interests at heart.

If you don’t have a well-thought-out plan of action that matches their reality, you’re going to have trouble attracting the best young workers. How can you avoid this?

What do young people expect from the companies they work for?

The strategic plan you implement to attract young talent will only work if it addresses the preferences of Zetas and Millennials.

So let’s review the key factors that make the difference between organizations that appeal to them and those that don’t:

• They want to stay with their companies…if they meet their needs.
• They need dynamism, innovation and new challenges. Routine repels them.
• They look for stimulating leaders , who are willing to give them constant feedback.
• They appreciate the possibility of working remotely. Specifically, nearly 70% of young graduates, according to a Business Insider article.
• They crave the opportunity to grow and improve. They do not consider stagnation.
• They prioritize companies that share their values and outlook on life.

Keys to attract young talent

Now that you have a clear picture of what today’s young people are like and what they expect, desire, and strive for in their working lives, shall we move on to action?

First, consider that employee performance and personal satisfaction are inextricably linked. This is even more true for young professionals. You need to present them with a stimulating value proposition, but also embody it in their daily work.

So work to make your company a friendly, motivating, and positive environment for all your employees. And keep in mind the keys to attracting and satisfying Zetas and Millennials in particular. We’ve broken down the action plan into ten very practical areas.

1. Ensures flexible scheduling

Today’s young people do not compartmentalize their lives, they live them globally. For this reason, fixed schedules limit and repel them. They need to feel in control of their time and define their working day according to their needs and personal circumstances. This allows them to balance their work and personal lives, satisfy their desire for experiences outside of work, and feel much happier on a daily basis. As a result, their motivation and commitment will increase. Whenever possible, do not try to restrict their free souls, or they will cease to be creative, productive, and engaged.

2. Commitment to teleworking

For them, time is more than gold. They consider it their most valuable asset. They do not want to lose or waste it. They also know that commuting – especially in some big cities – is a thief of time and experience. That’s why they prefer to avoid it and work from home whenever possible. They welcome hybrid formulas, but they are not willing to give up those unique moments for a mere routine. Telecommuting is therefore an unquestionable value for them. They prefer to come into the office only when necessary. Is your company ready to meet this key requirement for attracting young talent?

3. Provides numerous personal opportunities

They want to grow, develop, and evolve, and they are aware of this every day. So your organization must become a constant source of new opportunities for growth and development. This is a fundamental differentiating factor when they choose one company over another. Conformity is alien to their nature. They want to improve as professionals while doing their job.

4. Pays a fair and necessary remuneration

We all work to make money. But today’s young people’s lives are not all about work. There is a very clear and undeniable change in attitude. That’s why they are no longer satisfied with a salary to meet their basic needs. They also want to travel, have fun, meet interesting people, socialize and be happy. Not surprisingly, the majority of them plan to change jobs within two years. And improving their paycheck is one of the top reasons.

5. Practice emotional pay

However, the previous section is not only economic. These professionals also value other non-monetary complements to their compensation. For example, they are encouraged by health insurance, discounts at gyms, stores or daycare centers, free travel, etc.

6. Be a benchmark for inclusion, diversity and tolerance

If they do not share the essence of the company, they will abandon it. Aspects such as tolerance, diversity and inclusion are pillars of their existence and way of thinking. They will not tolerate inequalities and injustices and will not forgive their employers for them. They demand equal opportunities for everyone in their company. Regardless of race, ethnicity, gender, age or sexual preference.

7. Provides innovative and customized training

Remember this idea: they want to improve, develop, and grow holistically. They need to learn new things. If they feel this is not happening, they will leave. So implement a global strategy to nurture and grow talent. Up-to-date training must be a regular part of their work. It must be adapted to the specific characteristics of each employee.

8. Gerar contactos e networking

Back in the orbit of professional development, we all know that our network of contacts is essential. Young people are also aware of this. Meeting important people, rubbing shoulders with sectoral references, having stimulating mentors, and benefiting from the resulting synergies is very stimulating and attractive for these professionals. Do not hesitate to promote this climate of interaction and facilitate these contacts.

9. Creates and consolidates a positive work environment

Today’s youth are naturally social, supportive and open. And, let’s not forget, they’re adventurous and hedonistic. If they don’t feel comfortable with the environment and the relationship with their colleagues, they will leave the job. You need to foster a culture based on collaboration, communication, fair treatment, and a good atmosphere. Cross-functionality, empathetic listening, and genuine concern for people are essential values for attracting and retaining this talent.

10. Hire the best

Attracting young talent is self-perpetuating. If you hire smart workers – Zetas or Millennials – and make them feel good, they will attract their peers. There are many companies with a young, current, renewed, engaged and motivating spirit for this segment of the workforce. All of them have a human team that is a reference, facilitator and admirable for today’s young people.

In ISPROX we have it very clear. We are not only close to you, but also close to talent. That is why we are specialists in the selection and search of talented and efficient professionals. Our Recruitment Service for companies helps you to find and hire the best people at all times. Even if you are looking for the next generation of employees.

That’s the first step: recruiting the best. Next, your organization must welcome them, support them, motivate them, stimulate them, and encourage them to perform at their best. When it comes to young talent, the issue is even more challenging. They have their own expectations, criteria, and desires, much more so than their elders. If you want to continue to benefit from them, you need to make them feel fulfilled, recognized and valued. You also need to help make them happier.