Why hiring young talent creates opportunities for innovation

From a professional perspective, the pandemic's economic effects have particularly hard hit young people. Organizations struggling financially and trying to protect their assets were compelled to halt hiring new employees, postpone the launch of grad programs, and halt apprenticeship programs. Understandably, many industries chose to protect what they already had.

However, hiring has recently picked up again in the UK, reaching its highest level in 23 years. For post-pandemic growth in this expanding market, it is essential to be open to new talent and ideas; otherwise, businesses risk falling behind as their rivals recover.

Fortunately, governments all over the world are announcing incentives for companies to hire more young people into their workforces, such as a ￡1000 cash boost for UK companies hiring new trainees and incentives for promoting apprenticeships. Organizations should take advantage of these opportunities for the sake of both the company and the individual employee.

Tech-savvy talent sparks further innovation.

In addition to short-term financial incentives, there are a number of other reasons why companies should look for young talent. First-time workers instill a company with enthusiasm and new energy while freeing up crucial capacity for more seasoned employees. But most importantly, they bring fresh perspectives and cutting-edge technological innovations.

Younger people are typically adept at using modern technology and are well-positioned to promote emerging technologies within an organization. This is particularly true of artificial intelligence (AI), as 40% of Gen Z and only 28% of Baby Boomers use AI in their professional lives. In our post-pandemic world, tools like artificial intelligence, augmented reality, robotics, and the Internet of Things are crucial to the shift toward digitization.

Organizations must provide opportunities for young talent to thrive.

Even though the job market is still difficult, finding the best young talent will still be difficult. For instance, 84% of accounting professionals believe that to attract young people. A company must reflect its progressive expectations, attitudes, and talents.

This begins on day one: a Yello recruiting study found that 54% of Gen-Z respondents won't even finish an application if recruiting practices are antiquated. To remain competitive, people departments must consider what is most important to the newest generation entering the workforce. They will be able to pique their interest later.

The most prosperous, progressive businesses understand that factors other than pay are important motivators for young people. Such "intrinsic motivators" are essential to sustaining morale and productivity. Examples include a friendly, collaborative work environment and days off for volunteer work. Intrinsic motivators, however, vary from person to person. No matter how unique they are in the market, predetermined career paths or benefit packages will only satisfy some young employees' needs.

Therefore, HR teams must adopt an individualized strategy for each employee, creating a personalized career plan with rewards and conditions that motivate them to perform to the very best of their abilities. To reach this level of comprehension, HR must take a coordinated approach to employee data.

Relevant data about a company's priceless talent is now widely available and easy to access wherever you are and whenever you need it. As employee well-being and happiness rise, HR teams with the ability to analyze and translate this data into actionable and meaningful output will be a huge asset to the company.

Young people have the ability to calm the chaos.

We have yet to escape danger. The needs of customers are changing along with the global business environment. Teams that are malleable, attentive, and able to use technology to adapt and change constantly will be able to provide the necessary organizational flexibility. Investments in young people will pay off in the form of future stability, drive, and innovation.

Are you looking for international talent for your company? Contact [email protected] for more!

Check out how we work to give you the best international talent for your company needs at aiesec.org/partners!