Best Practices for Recruiting Future Employees

“At the end of the day you want to attract talent -- not just to fill a job -- but someone who wants to stay and grow with your company. You need to understand how they think, how they need to be communicated with and what support systems they need to excel. But at the top of that list, your values as a company need to match theirs.”

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Let’s face it–the process for recruiting younger talent has changed.

“At the end of the day you want to attract talent — not just to fill a job —  but someone who wants to stay and grow with your company. You need to understand how they think, how they need to be communicated with and what support systems they need to excel.  But at the top of that list, your values as a company need to match theirs.”

The youngest generation of workers presents both challenges and opportunities to traditional means of recruiting and sourcing. This generation places a large emphasis on cultural fit and expects more from employers. Knowing this, companies have the opportunity to connect with future generations of workers early to show them what they stand for and how this is reflected in the work that they do. But where should companies start? 

“We advise companies to be very transparent. Potential candidates have many resources to vet a company so companies need to be out there with all of it… the good, the bad, and the ugly. No one is expecting perfection, they just want honesty.”

To recruit and retain the youngest generation of workers, companies cannot rely on traditional practices. Ideascape can help you reinvent your practices, creating an integrated DEI strategy that communicates your values and supports your employees. Contact Jonathan Dyke and Deon Gaines to learn more.

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