You have a job interview with a candidate in his mid-20s. It’s xx’s first job. The candidate asks about the purpose of your company, your CSR and diversity policy and your management style. You will also be asked what you specifically intend to do to ensure xxx’s development. Finally, the candidate announces that xxx only intends to meet at the office 1-2 times a week, and that xxx is also very busy with his sporting interests. It may well be that you initially get a little annoyed and think that perhaps a little humility would be in order. The problem is that these are trends that you will have to deal with as an employer.
Who are the young people?
The youngest generations have grown up with social media, climate crises, fluid identities, and they are focused on what they want and don’t want in life and in the workplace. They are at once used to having their drawing on the fridge, but at the same time are also stressed, lonely and searching. They don’t mind routine tasks, and they make demands on you as an employer. Of course, you have to be very careful about treating all young people the same and with stereotypical descriptions of generation Y or Z. The young people are very different, but there are some measures that you can consider to attract the young people.
You are also under scrutiny for a job interview
Firstly, you have to get used to the fact that it is not only the candidate who is being tested during a job interview. You must also be able to sell the job – and yourself. Do not talk rosy about either the job or your company. Be honest about the challenges there are and how you would like help to solve them. It will inspire the candidate more than long sales speeches. Also, be honest about who you are as a person and how you lead. Explain how you would like to see the collaboration with the new employee and what expectations you have, and not least why. The new generations want explanations, not dictates.
Development, presence and meaning
Younger employees want to develop. They are afraid of losing opportunities and of wasting their time. Therefore, make sure you have a development plan ready quickly. Feel free to outline the plan already at the recruitment interview, and explain to the candidate how you expect them to be given more and more responsibility. Also state how you will give direct feedback, that you are available for sparring, and how you will ensure that the candidate improves his skills. Happy to spice up the development plan with relevant courses, so that the candidate can see that you ensure xxx’s competence development, both professionally and personally. Younger employees want a boss who is present and who takes an interest in them in terms of their job but also as people.
Help tell the story
However, it is not done just with development plans. The work must also make sense and be able to tell friends about it. You must help the candidate to be able to tell the story of why xxx is going to help make a difference to society and the company. Eg. by participating in some charitable activities. It is also important that there is a good community with the colleagues, preferably with activities outside the workplace. And last but not least: Don’t force the young people to meet at the office. Instead, make it so attractive to become part of the community that they cannot resist coming.
