When trying to reach this generation of job seekers, you should keep in mind that young people often turn to social media first when job hunting. As such, you may have more success with a targeted ad on Facebook or Instagram, or encouraging users to share your tweet on Twitter, than you would with a traditional job advert.
However, don’t forget that parents often have a hand in steering young people into work, so combining social media advertising with ads in relevant industry publications, the national and local press or on online job boards may strengthen your approach.
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If your business is to benefit from the enthusiasm of young workers, you will need to retain them long enough for them to add value. With a higher-than-average staff turnover (as a result of students moving on, low pay and limited career progression), retailers are up against it.
The first step in this is to ensure they are sufficiently supported. As a generation who have grown up around technology, certain elements of the job may come quickly, but it is important to remember that this may be a young person’s first role, so a mentor or buddy may be required to get them up to speed.
You should also recognise the value of a thorough workplace induction, which can be instrumental in making recruits feel part of the organisation and welcome by all. This should provide an overview of their role, team or department and can be used as an opportunity to promote your values and goals.
Importantly, with reports suggesting that retail is the worst industry in the UK for pay and progression, clear development prospects will be crucial to retaining young employees. A structured development plan as to where they fit within the company and where they are headed can motivate young workers and keep them with you for longer.
For more information on how to retain employees, read our 7 top tips.