In today’s tight labour market many employers will be competing to hire end-of-year school leavers and other not very experienced young people to fill permanent and part-time roles, as well as seasonal summer vacancies.

But in the era of “quiet quitting” and a generational shift in attitudes toward work/life balance, is it possible to bridge the gap between young workers and employers? Absolutely, though it does take a willingness by employers both to understand the mindset of the young workers they’re looking to recruit and to provide the support required for young workers to succeed in their workplace.

Many young workers get caught out by “they don’t know what they don’t know”, for example:

• The process of applying for jobs can be demotivating for young people who do not understand what employers are looking for. Employers get frustrated that young people present poorly and that the recruitment process is costly.
• Employers may desire a level of experience and skills for entry level jobs that may be unrealistic for young applicants. “Soft skills” may mean different things to an employer than to a young person (if they even know at all what “soft skills” are!).
• Young people often struggle with the unfamiliar processes of the workplace, which frustrates employers who see workplace culture as the norm.
• Differences in expectations and how these are communicated can impede success once in the workplace. Young people don’t understand progression opportunities – which can demotivate them – while employers are waiting to see motivation before they discuss progression and development.
• Young people often need support to balance their home and workplace responsibilities.
• Young people increasingly have different ideas about “loyalty” and “going above and beyond” for an employer. They will fulfil the strict letter of their job responsibilities and expect to be compensated for “above and beyond” work, unlike prior generations.

Employment expectations and ambitions of young people are built through the experiences they have early on, so having positive connections with employers is important for building ambition and networks for young people. That’s why work experience initiatives like the Gateway programme and solid career guidance in secondary schools is vital.

Employers rightly expect young people to be “work ready”, but it is equally important for employers to ensure that their business is “youth ready”. Here are a few tips to help accomplish that:

• Set up specific support systems and training tailored to new young employees. This could include pre-employment training or trial sessions, a buddy system or mentoring programmes.
• Plan and offer a thorough induction to both the job being offered and the workplace, including workplace culture expectations.
• Set out expectations early on. Regularly discuss performance, providing feedback on what your young employees are doing well and where they could improve. This may be their first working experience and they will need time to settle in and be successful in their new role.
• Offer upskilling opportunities to retain quality employees. Clearly communicate what is expected of a young employee for them to advance within your workplace.