4 tips to recruit, hire and retain opportunity youth paid gradsoflife
. Ask what made it hard to get hired or succeed in their jobs. Ask if they know how to be promoted or if they can list the benefits that are available to them. Employers who thought they had clear messaging about career paths within their companies have often been surprised to hear that their frontline workers are unfamiliar with the career paths their company offers or the benefits that can help them be successful.
Dig deep into your turnover and advancement data to see which types of employees and roles are staying and being promoted. Try to pinpoint when in their tenure employees are most likely to leave and what factors are involved. Get really clear on a small set of systemic barriers, which if addressed, could make a big difference for opportunity youth and employees in general.
Attracting quality entry-level OY talent requires investing in best practices that improve the experience of candidates, new hires, and long-term employees at touchpoints across the pipeline. These improvements often lead to improved morale and culture across the organization.Building an effective OY talent pipeline requires dedicating sufficient staff and money to actually implement your chosen practice changes. Otherwise, improvements stall out and daily fires take precedence.
Developing an OY pipeline takes time and intention. Starting with these four tips can help you make strides in your talent strategy.Annaliese is Director of Design and Operations at Grads of Life where she serves as the lead developer and manager of Design Labs, GOL’s talent strategy consulting...
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