Are you curious about our recruitment processes?
Read an interview with our Talent Acquisition team!
Are you just starting your career? Would you like to know more about recruitment focused on a young generation? Check out the interview with our Talent Acquisition team!
When talking about a recruitment focused on a young generation, it is worth to begin with approach a young person has when starting his/her career. How does it look like in today’s world?
Katarzyna Komorowska: The young generation is much more familiar with digital world, so it’s easier to find themselves in the online world. In current situation, when all recruitment processes are conducted online, it causes much less technical problems during the interview. In addition, I have the impression that the younger generation feels particularly comfortable during the conversation that is conducted remotely. This is mainly due to the freedom to be in a familiar environment. Of course, this applies to all candidates, but the young generation, due to the fact that they are less experienced in job interviews, especially appreciates this possibility. Elements which can cause discomfort such as the office, new surroundings or a more formal type of meeting are eliminated here. Employer branding is an additional element that the younger generation particularly draws attention to. As they are just entering the labour market, the atmosphere in the organization is very important aspect which can encourage them to join the company.At Arla GSS, it’s crucial to show how we work and what aspects of a job are important to our employees. During job interviews, the younger generation often refers to Arla’s employer branding campaigns with cow masks, so it definitely attracts their attention 😉 A key feature for recruiting the younger generation is often their availability to work. However, stages of the recruitment process are the same for every candidate, regardless of age.
What is worth emphasizing in order for a given offer to break through others and attract a young person?
Katarzyna Floryn: In terms of the structure and content of the advertisement, the most important issue is matching the message to the recipient. It is worth adjusting the language so that it is understandable for young people, i.e. avoiding the jargon used in organizations, which is simply incomprehensible to people who are looking for a first job. To encourage people to apply, it is worth paying more attention to the section related to what the employer offers and thus responding to the needs and expectations of young people.
The recruitment meeting is over, and what candidate can expect afterwards? What is the impact of the pace of providing feedback in the case of a young person who probably takes part in many recruitment processes?
Katarzyna Floryn: Each of us, regardless of age or professional experience, deserves a response from the employer. Many young people, especially those who have recently entered the labour market and have not fully defined expectations as to the role or company in which they would like to work, apply for many positions at the same time, often in very different areas. Logically, the chance that such a candidate will join other recruitment processes at our competitors is definitely bigger than in case of an experienced person who consciously seeks a change in his area of expertise or an employer with specific values. However, this is a kind of generalization, because analyzing specific cases, we observe a tendency that good specialists who are active on the labour market disappear from it just as quickly ;).
Are there any differences in communication with a young candidate vs. other generations?
Monika Cichosz: Personally, I believe that there are only minor differences in the way of communication with the candidates of the younger generation and the rest of the generations with greater professional experience. Occasionally, there is a need to explain to people starting their professional careers certain dependencies or principles of functioning in a given business model. In addition, we try to avoid placing an excessive amount of industry terminology in the advertisement, as we want to avoid misunderstanding.
However, I see more similarities in the way of communication. For each candidate partnership approach is important, also all candidates need to receive reliable information related to the workplace, including the scope of duties and expectations towards them, the team they will be a part of, development opportunities within a given position, organizational structure and the onboarding process. At Arla GSS, the differences in recruiting are only due to specific requirements for a given area and position.
What is worth paying attention to when launching recruitment activities targeted at the young generation? What may surprise a recruiter? Please provide us with a few tips summarizing our conversation.
Monika Cichosz: The recruiter should be prepared for the fact that the candidate may require a bit more care and involvement in getting to know him, help in specifying and managing his expectations regarding the position, as well as transparent, honest and open communication. These factors are necessary to establish a long-term, fruitful and satisfactory cooperation for both parties. Failure in providing the candidate with complete information about the position may lead to his resignation from cooperation at the end of the probationary period, which we certainly want to avoid.
However, a piece of advice that comes to my mind, which may seem controversial, is constant emphasis in many articles or guides that „you have to sell yourself during an interview”. On the one hand, it is difficult to disagree with it, on the other hand – our goal in recruiting representatives of the young generation is primarily to search for development potential in our organization. It happens that a candidate, after passing the first stage of application selection, needs a moment to find himself in this situation. For some, it is the first recruitment to a large corporation, which is associated with some fears and doubts. Our role is to support him at the initial stage and enable him to present the entire spectrum of his possibilities.
What’s more, regardless of the level of the position for which we are looking for a candidate, remember to obtain reliable and precise information about the role, team and project before starting the recruitment process, which we will be able to convey to the candidate. Also, it’s important to remember about the simplicity of the message both in the advertisement and during interviews as part of the subsequent stages of the recruitment process.