How to Recruit & Retain Younger Employees

Last week, we asked you about your thoughts and experiences recruiting and hiring Z Gen.? So today, we will provide you with suggestions on how to recruit and retain younger employees.

Paint a Picture of Your Business in Your Job Post

1. What?does it feel like as an employee to work for you as a leader?
2. What are your core values/the main characteristics of your team /company
3. What does a day/week in the life of the position include?
4. What are the actual hours/expectations of the position? Do you expect them to communicate outside of daily business hours? What is your Leave/PTO policy?
5. What perks do you provide??What do you do to go the extra mile?

Be Honest Every Step of the Way

1. Include the position's good, bad, and ugly . Avoid making things sound better than they truly are.
2. Share the real hourly rate. Avoid promising raises after a specific amount of time. Identify milestones new hires can meet in order to earn a raise, bonuses, etc.
3. Explain expectations for the job as well as what the employee can expect from you.

Separate out your Orientation process from Onboarding

(If you don't know what this means...stay tuned for Thursday)

1. Share the metrics of the position - attendance, communication standards, sales numbers, customer, peer, and management satisfaction rates, etc.
2. Transition younger employees from having a professor/educator to a leader. (If you don't know what this means - stay tuned for Thursday)
3. Calendar a clear training and development plan and follow it. Z-Gens are quick to quit if they don't receive the training and development they were promised.
4. What perks do you provide??What do you do to go the extra mile?

Please ask questions below for examples of these recommendations/steps for hiring Z-Gen. Stay tuned for more information in Thursday's post.

Resources:

Visit our website: Generational Business Strategies (genbizstrategies.com)

Follow us on LinkedIn: https://www.dhirubhai.net/company/gen-biz-strategies/