Many young people came into the job market during or immediately after the last recession. They had it tough, and some of them still do. They want to work and they want to prove themselves.
This isn’t to say that many older people don’t understand the latest digital technology, but for younger generations or the ‘App Generation’, it’s always been the norm.
Youth is a time of change and flexibility. As a result, young people are adaptable and willing to learn new skills and usually eager to work in new areas or locations. Older people can be adaptable too but it’s likely that they are much more set in their ways after years of working.
Confused by Facebook, Twitter, WhatsApp, SnapChat, Instagram and dozens of others? Younger people aren't – and they can use social media to reach customers, prospects and future business partners.
They have the time, energy and interest to keep up to date with the latest products and services. They can help you adapt quickly to these trends, and they can act as focus groups for your targeted marketing campaigns.
Workers with experience usually come with a premium price tag. But someone just starting out in their career will usually have a lower expectation of salary. While you should still pay them fairly, it does mean you might be able to hire two younger people for the cost of one more experienced employee.
Not every business will benefit from hiring younger people. A lot depends on the type of company you run. For example, a busy, high-tech business would be a good match. Before deciding whether you should start hiring younger people, consider these points:
Younger people tend to be creative and open to new ideas, willing to challenge conventional wisdom and shake things up. This is often beneficial but sometimes difficult to manage. Can your business handle it?
Some younger people are very ambitious. Can you offer a career ladder for them? If not, think carefully about who you hire, as they may outgrow your business quickly.
Younger people have a lot of energy, and when channelled properly this can be hugely beneficial to your business. Make sure you understand this need, and that your business can harness it.
Younger people are often still learning about their identity, both personally and at work. Give them the space to find out what they're good at, blaze their own trail and they'll reward you with their achievements.
Wanting to hire young people is one thing – but will they want to work for you? Here are some of the ways you can make your business more appealing:
Money is important, of course. But once basic financial needs have been met, other factors come into play. Think about job satisfaction, stability, working environment and benefits.
It helps if your business is an ethical one with a positive reputation, because young people like to know they're making a difference to the world.
Younger people tend to be team players, wanting to be involved in a successful team with other skilled and creative individuals. So make sure you build your team wisely.
Conventional recruitment agencies might not be the best option here, as a lot of younger people won't be on their books. Instead, think about places where skilled and intelligent young people are likely to be found:
Meetups through websites such as meetup.com can be a great place to start if you want to hire young people who are passionate about a specific topic.
Freelancer and oDesk are good places to start if you’re looking for young people who are eager to work.
Today it can be hard for a young person to get a job without experience – and hard to get experience without a job. Offering internships and trial hiring periods could be beneficial for you and for your new employees, as long everyone is treated fairly.
Confused by Facebook, Twitter, WhatsApp, SnapChat, Instagram and dozens of others? Younger people aren't.
Demonstrate to them that there is a career path for them within your organisation. Whether they take you up on it or not, young people are motivated by opportunity and knowing they have options. One of the biggest detractors for young people is working in a job that they see no future or opportunity for progression.
Work collaboratively with them to create unique goals with measurable outcomes and regularly review their performance. Quarterly works well, particularly as they are eager to learn and this will help them feel as though they are progressing.
Develop a channel for them to provide feedback and ideas for the organisation. The younger generation value being a part of the bigger picture and knowing that they are contributing. They will often come up with things that are quite different to your older and more experienced staff members, but in many cases these will be very valuable contributions.
You may think texting in sick to work is unprofessional – but for them it is a completely acceptable form of communication. If you do have strict policies around how things should happen, that’s fine – just communicate this to them from day one and they’ll stick to it. Younger employees actually respond well to policies, systems and processes as it means they don’t need to assume how things work.
If you’re able to, provide a flexible working environment. Younger people can be very productive on their mobile devices (provided all of your systems are cloud-based). You may find they don’t necessarily need to be stuck in an office behind a desk all the time in order to perform their jobs effectively. If you have set clear goals for their role, give them the freedom to achieve them in their own way.
Do this through weekly team meetings, or regular catch ups. This enables you to monitor how they are progressing and gives them an opportunity to raise challenges they may be facing. Young people like accountability and genuinely want to be given direction.
Young people have a strong desire to work for organisations that they are passionate about. Involve them in the vision and teach them how to be as passionate about your organisation as you are. Sometimes you may feel like a broken record, but repetition is sometimes what is needed to get your younger employees enthisiastic and excited.
As we've shown, the benefits of hiring younger people and having a youth employment programme are significant. Younger people are often adaptable and creative, with a thirst to learn and be part of a team doing great work.
While not all of your staff need to be young, with the right mix of young and experienced employees, your business will have the best of both worlds. The increased energy, creativity and drive might even encourage you to reconsider some of your own attitudes to work and business – for the better.
Dieses junge Girl steht auf ältere Männer und der Opa, findet das junge Teen Girl auch recht attraktiv und man merkt auch schon, dass er richtig geil auf die kleine geworden ist. Am Anfang stellt sie sich jedoch etwas an, dann lässt sie sich aber schnell treten, nachdem der ihr die Hose aufgemacht hat seinen Finger in ihre Dose gesteckt hat. Dann lässt sie sich von ihm geil nehmen beide haben Spaß daran, das so geil zu Sache geht.