It’s easier to get a ticket for Harry Styles this summer than to find weekend or holiday work
More 18-24 year olds are unemployed now than at any time in the last decade. It is an even more dismal outlook for the 16-17 year olds.
As the parent of a 17 year old job-seeker and I have witnessed first-hand the shoddy treatment by local employers of student applications. In fact, I have yet to come across a single local employer who has got it right.
Why do so many local employers make foolish mistakes when recruiting Gen Z?
What are employers doing wrong and does it matter?
It absolutely matters. Just because you are hiring at a junior level, doesn’t mean that your mistakes are minor too. Employment law applies to these hirings in the same way that it applies to the hiring of a senior executive. Think about statutory protections – in particular age discrimination. Think about GDPR.
From a commercial and reputational perspective, think about your business. The story about your botched recruitment process won’t stay with the student applicant – it will find its way to their family, friends, teachers – in fact, to many of your existing clients/customers and potential ones. It will be one of the fastest and most effective ways of spoiling your reputation and slowing growth.
Five foolish mistakes … and how to avoid them
1. LAUNCHING WITH A VAGUE OR INACCURATE JOB DESCRIPTION
Be specific about the role that is available, the challenges and the expectations. What is the point of wasting candidate time applying for a position only to find, as details are revealed in dribs and drabs through the process, that this isn’t a suitable role at all. Respect and goodwill of your business is lost before the process has even begun.
2. FORGETTING ABOUT FAIR PROCESS
Be alert to the risk of bias. The age of the applicant may not be at all relevant to their suitability for the advertised position. Make sure that applications are considered objectively and that there is a structured interview process. Avoid leaving the recruitment process in the hands of one individual.
3. UNREALISTIC EXPECTATIONS
Offer training in advance of the first day in the role and further training and mentoring after starting. Remember, this is a two way process and your business will benefit from hiring diverse ages, including students who will bring a new energy to your staffing and who are keen to learn.
4. POOR COMMUNICATION
Set a fair timeframe for the process and don’t keep applicants in the dark. Most students will have made multiple applications, so it is unfair to hold off communicating a known outcome.
5. KEEPING CANDIDATE DETAILS ON FILE
Don’t automatically keep all application details on file and don’t squirrel away details indefinitely. Inform an unsuccessful candidate about your retention policy and make sure that it is GDPR compliant.
Don’t be a fool this April…or ever
If you think may be guilty of all or any of these mistakes, or if you have any questions about best recruitment practice, Contact The Works Counsel.
I am experienced in helping my clients succeed in hiring the very best applicants and in giving support when recruitment doesn’t go to plan.
