The greatest tragedy twenty-somethings face these days is unemployment. It used to be that an individual could graduate from college and find an entry level job at their dream company. Instead, multiple unpaid internships are all that’s available for this generation. Many articles are written about this topic, particularly when it comes to what this age bracket can do to find work. However, there aren’t many articles written about what employers can do to encourage and empower this generation. Here are some helpful tips that employers should take into consideration when hiring for a job.
Take a chance on younger, less experienced applicants
Younger generations are finding it harder and harder to find employment, and part of this is due to their lack of experience. However, there are many advantages to hiring younger applicants. They are experts in technology and social media. They understand how the internet works and are unknowingly very talented at public relations due to their knowledge of Twitter, Facebook, and other social media platforms. Furthermore, hiring younger employees will bring a new perspective to your team. Their ideas and opinions will offer your company a greater chance at staying relevant. Plus, if they make it big somewhere down the road your company will get the credit for hiring them first!
Don’t discount education
More often than not, education becomes a footnote on an individual’s resume. Even though every applicant is expected to have an education, it often isn’t considered part of the applicant’s experience. The three or four years (maybe more) that an individual spends at school should be counted as experience especially since they spent these years researching and writing. To hire someone who has recently graduated from university means hiring someone who still has the mentality of working hard and meeting deadlines. To prove this, ask to see their grades or references from professors.
Get creative with your job postings
Nothing will encourage someone to apply for a job more than a creative posting. A dry, generic posting won’t get as enthusiastic a response as one that might be humorous or upbeat. An ideal job posting will have information about the company, job description, qualifications and contact information while still being imaginative.
Pay your interns
Nothing will hurt a company’s reputation amongst younger generations quite like unpaid internships. Regarded as little more than slavery by the twenty-somethings, many unemployed applicants won’t apply for a position if it is unpaid. A lack of compensation shows a lack of sympathy. Twenty-somethings have student loans and sky-high phone bills to pay so, applying for something that won’t help them with their debt won’t be an option. To ensure that you get the cream of the crop when it comes to interns, provide them with adequate compensation.
Provide easy contact information
Cover letters are an essential component of applying for a job but it can be frustrating when the applicant is forced to put “To whom it may concern” into their letter. It’s impersonal. As such, be sure to provide accurate contact information including the name of the relevant hiring manager as well as the company’s address. While a serious applicant will go research these things, it won’t help if it’s not listed on the company’s website.
Focus on talent, not just qualifications
When it comes to jobs in the creative field, experience and qualifications aren’t necessarily indicative of an applicant’s ability to do the job. If you’re looking for a writer or an artist, ask to see their portfolio. Their portfolio will do more to show off their talent and capabilities than any cover letter or resume.
Interview as many people as you can
Finding an individual to fit in with your company can be difficult but it’ll be all the more challenging if you narrow down your selections prior to meeting with your applicants in person. It’s great to call in the individuals who meet your on-paper qualifications, but they might not gel with your company. Be sure to hold as many interviews as possible otherwise you’re limiting your chances to find your dream employee.
Follow up with your applicants
Applicants will often wait with bated breath to hear back from the jobs they’ve applied for. As such, it’s important to follow up with them. You may have received hundreds of applications but showing the initiative to touch base with (some of) your applicants will do wonders for your company’s reputation. Applicants will often follow up anyway but it’s still a nice gesture. Also, when sending out a rejection letter make sure it’s tactful and insightful. Nothing is more discouraging than receiving a rejection email that reads as “You’re too unqualified. Period.” Twenty-somethings are well aware of their inexperience so rejections like this are rather unhelpful. Feedback and a thank you will prevent the applicant from forever holding a grudge against your company.
