Attracting and retaining young talents has become an increasing challenge for employers today. Starters, often just graduated, face a world of possibilities and employers must make an effort to enthuse and attract them. In this article we look at the challenges employers face in attracting starters, how they excite young professionals and the shifts that have taken place compared to the past.
Challenges in attracting starters
Competition in the Job Market: The job market is more dynamic and competitive than ever before. Employers must compete with a wide range of organizations to attract the attention of talented starters.
Changing priorities: Young professionals often value different aspects than previous generations. Work-life balance, flexibility, and opportunities for personal development are now highly valued.
Digital Transformation: Technological advancements have changed the way work is done. Starters are looking for employers who embrace the latest technologies and offer an innovative working environment, where starters are increasingly paying attention to concepts such as sustainability and corporate social responsibility.
How employers make starters enthusiastic
Personal Development: Employers who provide opportunities for training and professional development have an advantage. Starters are often looking for opportunities to expand their skills and grow.
Company culture: A positive and inclusive company culture is crucial. Starters want to feel connected to the company's values and mission and experience a stimulating work environment.
Flexibility: The ability to work flexibly is becoming increasingly important. Employers who offer flexible work schedules, work-from-home options and other forms of flexibility often attract more young talent.
Purpose-driven organizations: Starters are attracted to organizations that have a clear social impact and where they feel they are contributing to a higher purpose.
Motivations for young professionals
Development opportunities: Young professionals want to grow and learn. Organizations that invest in training and career opportunities have an advantage.
Corporate culture: A positive corporate culture that focuses on diversity, inclusion and equality is attractive to young talent.
Work-life balance: Starters look for work-life balance. Employers who offer flexible working hours and work from home options appeal to this generation.
Innovation and technology: Young professionals are often tech-savvy and want to work for organizations that are at the forefront of innovation and technology.
Differences between now and the past
Career and Job Loyalty: In the past, employees tended to be more loyal to a specific job or organization throughout their careers. Now, young professionals are more likely to change jobs to accelerate their careers or gain new experiences. 'Just taking a year off' are also frequently heard arguments for terminating an employment contract without a direct view of what the options could be afterwards.
Digitalization: In the past, the degree of digitalization played a less prominent role in employers' choices. Now the technological infrastructure and digital transformation of a company is of great importance.
Hierarchy and open communication: In the past, corporate hierarchy was often stricter, while the modern workplace places more value on open communication and flat organizational structures.
Diversity and inclusion: The focus on diversity and inclusion has grown. Young professionals look for organizations that promote a diverse and inclusive environment.
Employers face the challenge of continuing to respond to the changing expectations and priorities of young starters. By focusing on aspects such as personal development, corporate culture, flexibility and innovation, employers can not only attract but also retain young talent in a competitive labor market. Understanding the differences between now and the past is essential to effectively meet the needs of the new generation of professionals.
