EDITOR’S COMMENT
T
he channel is no different than other companies looking to
attract, and retain, young people. I believe that many young
people are looking for more than just a job; they want to be
part of something exciting and be able to see how their efforts are
contributing to the success of the company they are working for. The
channel can attract young people by focusing on four key areas:
1. Culture. Company culture is critical to attracting and keeping
young people. If your organisation recognises and values the culture
of the company it is a key way to make people want to come and
work for you. If there is an energy and buzz, and genuine interest by
those working at your company, it will attract other young people
who want to be part of that energetic organisation. That positive
energy is infectious and people want to be part of something
dynamic and exciting. Additionally, companies with a strong culture
are more likely to have motivated employees who will be more
productive. This is a good transition to my next key area;
2. Environment. If you have a work environment that contributes
to collaborative work, easy communication and is an enjoyable place
to work that will do a lot to attract younger people. Work should
not just be a place where you park yourself until it is time to go
home; instead, it should be a place that is inviting and interesting for
employees to come in and work. Making a work environment that
encourages people to come in and work together is tied closely to
culture. If you have a culture that encourages people to do their best
and have a work environment that makes people want to come in
and be part of the team, then you have created a place where people
want to be and want to make successful.
3. Career path. Younger people like to know that there is a path
to career progression. Hiring younger people for junior positions is
fine if you also communicate that there is a path to a career in the
organisation. I’ve outlined how culture and environment are key to
attracting new hires; and, the way to keep those new hires engaged
and excited is a clear understanding of what opportunities lie ahead
for those hires. Without a clear understanding of what opportunities
are available with time and experience you run the risk of losing good
INTELLIGENT TECH CHANNELS
INTELLIGENT
TECH CHANNELS
Issue 27
YOUNGER
PEOPLE LIKE
TO KNOW THAT
THERE IS A PATH
TO CAREER
PROGRESSION
HAIG COLTER, DIRECTOR, ALLIANCES, THREATQUOTIENT
members of the team who may feel that
the only way they can grow their careers
is by leaving. Showing people that there
are options for career development, and a
philosophy of promoting from within will go
a long way to attract and keep young people.
4. The final area is total compensation.
There is so much more to a compensation
package than the paycheck. Does your
company offer continuing education?
Flexible work hours? Have an annual picnic?
A company band? Promote whatever
your company does that is interesting and
potentially different. Good candidates will
always get contacted by other companies
wanting to hire them away. The best way to
keep your good employees is by focusing on
all the benefits (culture, environment and
career path are part of this) and suddenly
a small bump in pay from a competitor is
likely not going to be enough to lure a good
employee away. Young hires obviously want
to make money like the rest of us; but, the
work environment and the feeling of being
a part of a team will win over a bit more
money each pay period.
There is so much young people can offer.
Make your work environment a place they
would like to be and you will have a win–
win scenario.
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