Recruit youthful staff – smaller companies share their struggles

Young job-seekers are giving the thumbs-down to smaller companies, new findings from Barclays reveal. Just over half (51 p.c) of small and medium sized companies (SMEs) say they’re combating hires and are involved that the under-25s (Gen z) aren’t all for working for them.

Despite the advantages of working on this sector such because the higher flexibility and probability to develop a broader skillset, lower than 24 per cent of first timers would take into account it.

Competitive salaries are a key fear, with corporations concluding youthful staff suppose bigger companies can supply them greater wages and extra perks. 

Yet, with companies clearly needing to usher in this age group for the well being and way forward for their ventures, how do they spotlight their sights cost-effectively?

Barclays has teamed up with ex- Apprentice finalist and entrepreneur Bianca Miller-Cole, to supply SMEs with some high tips on displaying why they’re an attractive alternative for profession development.

Championing SMEs for entry-level recruitment 

Businesses surveyed argued that they might present higher flexibility in working patterns (39 p.c) comparable to distant or hybrid working choices (32 p.c). This corresponds with practically a 3rd (31 p.c) of first-time jobseekers highlighting the power to work flexibly as a key issue when in search of their first job position. 

Small and medium-sized companies had been additionally involved that younger individuals had been extra prone to be interested in working for larger companies as a result of they believed them to supply higher profession development (36 p.c) and extra recognition amongst family and friends (27 p.c). 

Yet, SMEs are optimistic they might supply entry-level staff the power to make a big influence on the route of the enterprise (30 p.c) and the event of a broader skillset (28 p.c) with regards to profession trajectory. 

SMEs are additionally wanting to do extra so as to appeal to the youthful technology to roles inside their enterprise, with greater than two in 5 (41 p.c) investing of their native communities, comparable to by partnering with faculties and schools within the native space. 

Hannah Bernard, Barclays head of enterprise banking, explains: “We know recruitment is a challenge for small and medium sized businesses up and down the UK and the last few years has brought with it a large shift in how we all view the world of work.

“It’s therefore unsurprising that entry-level workers or Gen Z are being extremely transparent about what they are looking for from their first job role, providing businesses with a great opportunity to adapt. 

“SMEs have a critical role to play in local communities, enabling the next generation to harness a broad skillset and further career opportunities for progression.

“As the cornerstone of the UK economy, it’s important we recognise and highlight the fantastic opportunities available within these types of businesses as well as the need to adopt a slightly different approach to recruitment, in order to engage top tier talent for junior roles.”

“I know first-hand that it’s tough out there – the fight for talent is real,” says Bianca Miller Cole. “I am passionate about providing business owners with the tools they need to stand out when it comes to recruitment for young talent and ultimately, believe this will help to future proof SMEs for years to come.”

Her suggestions for recruiting younger expertise embody: 

• Empower their development: Make positive you’re promoting greater than only a job position  – at entry stage it’s essential to exhibit there’s a profession path. First-time jobseekers need to perceive that there’s going to be ample coaching and help out there to them.
• Embrace their values: It’s clear the following technology is enthusiastic about model values. Whether that features the aim of a enterprise or what social pursuits are on supply – make it identified what these are and what’s out there. As a SME, these are your distinctive promoting factors.
• Work/life steadiness: A job and extra-curricular pursuits of an worker don’t should be in competitors with each other. As the work/life steadiness debate continues to vary and evolve, do not forget that not everybody will need to work remotely, or within the workplace. Where potential, give candidates the chance to form their very own working patterns.
• Modernise your recruitment course of: Gen Z is a digital-first technology, so it may be time to revamp your recruitment course of. Leverage social media platforms to achieve out to potential candidates.

Mark Fuller, chief government of London’s Sanctum Hotel stated: “One of the ways we have been able to secure top talent is to really advertise that career trajectory for the role and bring to life our brand at the interview stage. We are very clear on the type of hotel we are and what we offer and bringing that same ethos and our values to the table for candidates has been very well received.

“I’ve always said that a career in a hospitality business is incredibly exciting and always evolving – and more than ever, I believe that to be true.”