As soon as they enter the job market, young talent is already highly valued by companies. Ultra-connected, they were born with digital technology. They represent profiles with high added value.
But these talents are often difficult to attract because they want to work differently and have different professional expectations from their elders. It’s a challenge for companies that are embarking on a race to recruit these young talents.
How can they attract this talent to the company? What are the most important criteria in their job search?
While their parents changed companies twice at most in their careers, young talents do not have the same ambitions. According to a study on Millennials and recruitment conducted by Corner Job, 47% of young people tend to leave their companies after 3 to 5 years, 30% after one year and 23% after only 6 months. They do not want to stay in a company if they are not motivated and if the company does not meet their expectations. Companies have understood that they must offer values and a strong spirit of collaboration.
Young talents in search of meaning
Many studies have shown that today’s young people prefer companies that generate a positive societal impact, both through what they design and also through their operations. Young talents aspire to a more humane model and a collaborative management that gives everyone back the power of decision and action. They are looking for a model that would make the company a place to live with an organizational mode focused on collaboration between autonomous teams participating in a collective project. Meaning and freedom are what young talents expect.
For young talent, remuneration is no longer enough
Even if it remains one of the most important criteria, remuneration is not everything. For 93% of young talents, a good atmosphere in the company is the main criterion, followed by remuneration at 66% and then by working hours at 55%. Companies should not rely on a very good salary for the recruitment of young talent. They are looking for good working conditions.
In search of a flexible and collaborative work environment
They are also very sensitive to the balance between professional and personal life. For them, this represents a source of well-being. In order to be able to achieve this balance, they want flexible working hours. So they will turn more to companies that can offer a more flexible working environment.
A flexible work environment also requires a flexible workplace. Young talent want the opportunity to work where they want without having to go to the office every day. They are looking for flexible companies that implement new ways of working such as home-office, flex-office or coworking. Companies must adapt by allowing young talent to choose where they work.
The case : La Française des jeux
This demand for flexibility has been taken into account by many companies that have completely rethought their organization, such as La Française des Jeux. Located in its new head office in Boulogne-Billancourt for the past year, the company has wanted to make it a living space with new working methods more flexible and collaborative. The place was built as an open treasure hunt to help employees move around the spaces but also to encourage exchanges. Closed offices, bubbles, meeting rooms, nap rooms, brainstorming rooms, a multitude of choices are available to the employees. The company wanted to make it a living place dedicated to creativity in line with the company’s culture and the values of the group’s brands.
To attract new talent, companies should favour a working environment that encourages the collaborative spirit demanded by young talent. They need to work in teams and be in direct contact with other employees. Collaborative work is essential for their development. Companies must offer collaborative spaces or workshops to promote exchanges and ideas.
The Google 80/20 rule
This increase in the power of collaborative work has forced organizations to review their management as well. They have moved from a vertical organization to a more horizontal one. At Google, for example, employees are entitled to Pareto’s law. 80% of their time must be allocated to main activities and the 20% must be used to build collaborative business projects. It is from these 20% that Google’s main successes were born: Chrome and Maps.
Each company, at their level, can develop this kind of practice that encourages collaboration and innovation. In addition, this opportunity to work on entrepreneurial projects is particularly appealing to young talent. This is a good way to attract them to your organization.
Young talents are very attentive to the living conditions and the culture and values of the company. They will more naturally move towards a company that shares the same values as them.
Once recruitment is completed, companies must also work on building loyalty and this requires an integration process. Integrating an employee means ensuring that he or she finds his or her place in the environment. If he does not find his place, he will of course tend to want to leave the company. Building employee loyalty means developing their motivation and commitment to the company.
Millennials and Recruitment Study – Corner Job – 2018
New headquarters of La Française des jeux – cider.fr
https://cowork.io/wp-content/uploads/2019/08/jeunes-talents.png320480oletrichezhttps://cowork.io/wp-content/uploads/2015/12/logo-coworkio.pngoletrichez2019-08-15 11:05:382019-11-15 11:06:23How to attract young talent to your company ?