What are young professionals?

Young professionals are the future of the workforce. Although there is no single definition, it generally refers to someone with an HBO or WO degree in their pocket who is at the start of their career; a 1st or 2nd job

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The young professional is now mostly the millennial

In understanding this group is critical to anticipating the needs of the next generation of workers. As of 2017, millennials, born between 1981 and 1996, are the largest generation in the labor market. They bring with them new talents, abilities and work ethics. They also bring with them a set of expectations about the types of companies they want to work for, the offices where they want to spend their time and their style of work. The percentage of millennials in the job market is increasing and is quickly becoming the dominant demographic in many sectors. This is especially true in the office environment, where millennials already make up the majority of employees

Young Professionals then and now

There are great contrasts between young professionals today and the young professionals of 1970. Today, less than 10% of 22- to 25-year-olds are married. In 1970, it was nearly 80%. Most young professionals also do not own a home. In fact, it is predicted that by 2025, more than half of the population under 40 will rent privately. Moreover, more than half of young professionals expect to change careers today, with an overwhelming 91% of those surveyed expecting to stay in the same job for less than 3 years

Young professionals are flexible and less inhibited by experience

Innovation is the engine of success. Innovation, looking ahead, staying one step ahead of the competition, being able to move quickly, being flexible; these are important ingredients to stay relevant as an organization. The younger generation often looks at a situation with fresh and different eyes. They are flexible and not inhibited by their experience. Young professionals have guts and see opportunities rather than obstacles. And perhaps most importantly; they are often boundlessly optimistic

Young professionals keep the enterprise in balance

Society is aging and so is the workforce. Young graduates are willing to work hard, learn and they want to constantly develop new skills. They are in a routine of self-motivation and personal development. By combining analog-era employees with those who have grown up with the Internet, you give experienced employees a chance to transfer their knowledge, while the young professional can help the senior leverage the value of the latest technology. The hired young employees also provide a better balance in the age structure of the workforce

What does a young professional look for in the organization

Making the company attractive to young professionals is an important step in ensuring long-term growth and success. One of the factors you can influence is how employees and future employees view your company. This employer branding influences how your organization is perceived. What is the image people have of the organization? Is it a place where people enjoy working? Young professionals care deeply about agreeing with a company’s atmosphere and vision. Today’s top talent is not interested in keeping up with the punch card. They are looking for meaningful work, a flexible environment and strong relationships. The question every organization really should be asking is: Do young professionals want to work at my organization? Am I an attractive employer

How do you retain the young professional as an organization?

With the contraction of the labor force, even with future recessions, the shortage of labor will not go away. Therefore, it is important to consciously consider how to engage young professionals and keep them interested in your team or organization

Starting on the job market means the beginning of a new phase of life. It irrevocably means a lot of learning and developing yourself. Yet many young people leave an employer because they are not developing enough. Letting them experience and see personal growth is just as important as the growth itself. The first pillar of talent management is setting clear kpi’s. Setting clear goals, determining which core competencies need to be worked on, helps make development transparent and that ensures loyalty and retention to the organization. In addition, give them the freedom to try something themselves, because that is the way this generation of employees prefers to learn

Tip 1: The young professional seeks flexibility

Flexibility takes many forms for young professionals. This is the first generation of workers who have grown up in the Internet age. They are technologically savvy, quickly grasping new technology trends and fully aware of the power and freedom that comes with 24/7 connectivity. The rise of the gig economy, with the number of freelancers increasing by 70% from 40 years ago, has shown that young professionals value flexibility over security. To compete, traditional companies must offer the same benefits

Tip 2: The young professional wants transparency

Open and honest communication throughout the company is another important way to ensure that young professionals feel valued, and it’s a company norm they expect. Millennials want creative freedom to communicate their ideas. They want to feel welcome to express these ideas. And they expect honest, thoughtful feedback on their contributions

Tip 3: The new labor generation wants support

Today’s young professionals want to feel that you support them. In the world of #MeToo and Equal Pay Day, women especially want to know their worth in a company. And everyone – both men and women – works harder when they feel they are in a safe, respectful environment that values all employees. That means encouraging a corporate leadership that is not afraid to talk about difficult issues and addresses issues such as the gender pay gap, sexual harassment, work-life balance, LGBTQ rights and mental health. So make sure the workplace is open, fair and balanced, that’s the only way you will retain employees

Youth is the future

The youth is the future, even when it comes to entrepreneurship. A young professional brings ideas you as an organization haven’t thought of yourself. They bring up-to-date knowledge of technology, a fresh look at existing processes and future business. In addition, young people bring a good dose of new energy to your organization