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Is your organisation doing enough to attract young people?

How to attract young candidates

Is your organisation doing enough to attract young people?

Over the weekend, whilst shopping with my partner, I noticed that the Army recruitment vans were out in full force with a group of squaddies, vying to get the attention of young people to get them to ‘be the best’ and join the Army. With the end of the academic year just around the corner and exams nearly over, the Army has picked the perfect time to try and get the attention of impressionable young adults, exploring their next steps and potential future careers.

This intrigued me to look at what other organisations are doing to get the attention of young people, as each organisation will have a different idea of how to market themselves.

Due to a lack of skilled candidates as a result of low unemployment rates, competition for the most sought after employees is at an all-time high, however, there will soon be a vast pool of talented academic-leavers looking at opportunities.

A lot of organisations struggle to attract these academic-leavers as a result of many young people are either unaware of their presence or find their sectors or industries unattractive or unappealing.

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So, what can you do to help increase awareness of your organisation and tap into a fresh pool of talent?

  • It’s important to present your organisation as a great place to work on your careers page, including your company culture, employee values and potential opportunities. The younger generation today, Gen Z, are wanting to work for like-minded innovative organisations that match their values, allows them to make valid contributions and gives them opportunities to progress and improve. In fact, 80% of young people today will look at the careers page of your website before deciding to apply or not. With such a huge percentage relying on a well-informed careers page, still, a large number of organisations are failing to present this information, with 43% having either a poor or non-existent job section on their website; leading many possible candidates to look at opportunities elsewhere instead.
  • Use simple words that everybody will understand. Organisations that do have an insightful careers page can sometimes overcomplicate their job adverts by using jargon aimed at seasoned professionals, potentially alienating young candidates that are not overly-familiar with their industry but are looking for an entry-level role to learn and progress. Using abbreviations or code can hinder your candidate attraction rates and give off the impression that it will be too difficult to apply. You want to encourage these fresh, young minds to apply and if they come across a word they are not comfortable with, this may discourage them. This doesn’t mean if they don’t understand the word, they won’t be good enough.

Many small and medium-sized organisations are using their website to successfully promote their products and services, however, they are failing to promote themselves as an employer of choice.

For more information on youth employment accessibility, read Access Generations Report here 


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