In recent years, the world of industry has been facing a real challenge that pushes it to reinvent itself. The age pyramid in the industry is aging, and those under 30 seem unattracted to the sector, creating a real talent shortage.
Numerous initiatives have been put in place in recent years to making the industry more attractive for young talent. But what concrete measures should be taken at the level of a company? We give you some keys to enable you to recruit and especially to retain young talent.
Les company values And her Raison d'être are now important criteria for students when choosing their career path.
Young professionals are looking for businesses that offer a stimulating work environment. They attach great importance to the values conveyed by the organization as well as to the relevance of their work, which is often referred to as “search for meaning”.
Your corporate culture should reflect these values and put development opportunities and employee benefits into perspective.
A well-developed employer brand increases the number of highly qualified applications by 50%, and reduces turnover in a company by 28% (source: LinkHumans 2022).
Inspiration: discover the video that introduces Danone's employer brand. The brand takes you to its workshops, to its employees who share their daily lives and the values of the company.
Young talents expect their employer to invest in their long-term professional growth. It is therefore essential to offer regular training, mentoring programs and clear opportunities for advancement in order to retain younger generations.
Establishing a culture of transmission of know-how between employees is very attractive for young talents since it allows them to benefit from the advice of experienced team members. For the company, it is also a way of ensure that the critical know-how held by experts, soon to retire, is well transmitted. A key investment!
Les industrial companies who value diversity are more attractive to young talent!
Make sure that your a work environment that is inclusive and that all employees feel respected and valued. For example: consider the needs of a multi-generational workforce, including communication methods or flexible work schedules. Ensure that anti-discrimination policies are strengthened and that fair remuneration is promoted.
The young generation of talent is “Digital Native”. This means that it is natural for her to use intuitive digital tools in her personal life! In professional life, they expect the same to happen.
To recruit: use social networks, online platforms and recruitment events to reach young talent where they are! Involving your employees in the recruitment processes also allows future recruits to project themselves concretely into the company environment: create testimonial videos to be broadcast on social networks for example.
Inspiration : Airbus entered esports by sponsoring a team from the “League of Legends” game. “The objective is not to recruit gamers, but to develop our employer brand among “digital natives”, says the managing director of human resources at Airbus. (Source: Les Echos)
On a daily basis, use onboarding tools, Handover, and modern and intuitive training. For example, avoid training your young recruits in operating procedures with documents in paper or PDF format. A heavy and unengaging format that can be very demotivating for a new collaborator.
It is time to propose digitalized and engaging training courses !
Offer flexible hours, to enable young professionals to reconcile work and personal life. You can also offer specific training on effective time and organization management.
Finally, a crucial element in maintaining a balance between professional and personal life is to Raise awareness among employees about the right to disconnect. As an employer, you have the power to restrict or prohibit the sending of emails before or after certain hours or during certain periods such as weekends and vacations.
Organize corporate events, team building activities, and social responsibility initiatives to strengthen a sense of belonging and team cohesion. It is also important To honor individual successes and groups by organizing special days dedicated to the recognition of employees.
In addition to a competitive salary, offer benefits such as health insurance, wellness programs, training on a variety of subjects, and performance bonuses to attract and retain young talent and create a work environment in which they feel good and that they will not want to leave!
By implementing these strategies, you can not only attract top talent but also retain them for the long term.
“With Komin, we documented our operating procedures 10x faster than with paper”
- J. Cerruti (Methods & Industrialization Manager)
