6 tips for attracting younger employees – and keeping them

From flexible working to health and wellbeing, make sure you have a good package of benefits on offer

The benefits of hiring younger talent can be almost endless.

They can bring different perspectives and aid the creation of fresh ideas, boost morale thanks to youthful enthusiasm and display a genuine willingness to improve your business.

The challenge is convincing talented youngsters to join your workplace.

1. Offer flexible working hours

The importance of flexible working has been heightened by the Covid-19 pandemic work-from-home culture. Evidence suggests that productivity is improved by self-determined working hours, with remote employees working 16.8 more days every year compared with 9-5 office workers.

According to Deloitte’s Global Millennial survey, two-third of Millennials feel that flexible remote working enables a better work-life balance. A flexible schedule can increase productivity and create higher rates of job satisfaction among younger workers.

2. Encourage a healthy work-life balance

The UK’s recent four-day working week trial was a resounding success, with 56 out of 61 participating companies intending to continue the arrangement. The move from a 40-hour week to 32 hours led to staff reporting an improved work-life balance, reduced stress levels and increased job satisfaction.

Employers noted that there was no fall in productivity levels and employee wellbeing improved. The four-day working week left people with extra time to pursue outside-work interests while getting their work done in four days, signalling a change in the future of working life.

3. Make the path of progression clear

According to Claro Wellbeing’s recent research, those aged 18-25 (Generation Z) cited poor leadership and a lack of career opportunities as their top two reasons for wanting to look for a new job. Younger workers are ambitious and will continue to seek out alternative paths to success if their current role doesn’t fulfil that desire.

In the 18-25 age bracket, 47% said they were satisfied with their current company, and 31% said they were extremely satisfied. This suggests that when Gen Z finds the right fit, they’ll stay loyal to the company. Job adverts and interview processes should have clear outlines of progression in the roles that young people are applying for, as its omission could become a major factor in them looking elsewhere later on.

4. Make working hybrid

According to a study commissioned by global workplace solutions provider IWG, 53% of Millennial hybrid workers would look for another job if their employers ended hybrid working and wanted them back in the office.

Mark Dixon, IWG chief executive, said there must be a solid value proposition to entice people back into an office. A strict three-day in-office policy or similar can deter employees from considering or accepting offered roles. When trying to attract young talent, a stronger offering is to accommodate personal preference and work together to find a solution that suits both parties.

5. Offer a tailored benefits package

When Claro Wellbeing asked 1,300 UK workers which benefits were most valuable to them, those in the 18-25 age bracket said that a cycle-to-work scheme was their top priority, followed by gym membership, health insurance, mental health support and a financial wellbeing and education programme.

Some 40% of those aged 18-25 said they felt concerned about their finances, with 77% saying they would use a financial wellbeing platform if their employer offered one.

6. Recruit through social media

Claro Wellbeing’s research showed that 36% of those aged 18-25 rely on Google for financial information, followed by 30% who use TikTok.

Evidently, this particular age bracket consumes a large portion of their content online.

It’s logical to assume that the same can be applied to their job-seeking methods. As well as advertising on job boards and through recruiters, explore popular social media sites like TikTok, Instagram and Twitter to get the attention of young talent. A strong presence on each platform will also add to your company’s allure when they come snooping.