In recent years, employers have observed a considerable shift in the values and priorities of young workers, particularly those aged 16 to 24.
- A significant 72% of employers attribute this change to the lack of work experience, mainly due to the pandemic.
- More than half of organisations report difficulties in recruiting and retaining young employees.
- There is a clear mismatch between the skills young people possess and the expectations of employers.
- Organisations are urged to invest more in both soft and technical skills training for this demographic.
A recent survey highlights that 72% of employers have noticed a shift in the values and priorities of young employees, aged 16 to 24. This transformation is attributed largely to the pandemic, which has impacted the work experience opportunities available to this age group, according to over half of the surveyed employers.
Recruitment and retention of young workers pose substantial challenges, as nearly half of employers struggle to bring them into their workforce, while 53% find it difficult to keep them long-term. The lack of targeted initiatives or skill programmes for employees under 25 exacerbates the skills gap, affecting over half of the organisations surveyed.
The survey indicates a stark mismatch between the skills levels of young workers and the expectations held by employers. Specifically, 58% of organisation leaders have reported a decline in essential soft skills such as communication, teamwork, and time management, as well as technical skills. The pandemic’s impact on social interaction and work experience opportunities is cited as a major contributing factor.
Young workers, who represent 20% of the current workforce, are calling for more flexible working conditions and increased salary demands. They also express a strong interest in hybrid working models, wellbeing support, and mentoring opportunities. These demands reflect a broader shift in workplace priorities among younger generations.
To address these challenges, organisations are encouraged to focus on enhancing the skills of young employees. Investment in short courses with certification, mentoring, informal online courses, vocational qualifications, and apprenticeships is seen as crucial. This approach aims to align young talents more closely with employer expectations.
Addressing the skills mismatch requires decisive action by employers to bridge gaps and align with the evolving priorities of the younger workforce.
