In today’s job market, younger people are particularly prone to changing jobs on a regular basis. To reduce staff turnover, employers are looking for ways to keep them on the job longer. Is this a lost cause? How can this situation be remedied? Experts have spoken out on the subject.
Unveiled last May, The results of a Léger survey conducted for the Conseil du patronat du Québec (CPQ) and the Ordre des conseillers en ressources humaines agréés (CRHA) were unveiled last May. The survey which included 802 respondents aged 16 and over shows that it has never been more difficult for companies to retain young staff members.
And unfortunately for Quebec employers, it looks as though the volatility of young people on the job market will remain for a while. The study shows that 59% of workers aged 16 to 24 and 40%
of employees aged 25 to 34 intend to change jobs within the next five years.
No magic formula for retention
How can companies convince younger people to stay in their jobs for the long term? The survey reveals that 19% of those polled between the ages of 16 and 24 are themselves unsure of just
what would encourage them to stay in their jobs.
CPQ President and CEO Karl Blackburn sees this uncertainty in the young workforce as an opportunity for companies to be more attentive to their needs, and to stand out by ‘listening’ and focusing their retention strategy on “communication”.
Manon Poirier, CHRA, Executive Director of the Ordre des CRHA, sees encouraging the professional development of young talent within the company as an effective way of showing
them that it is possible to have a stimulating career and climb the ladder without necessarily looking for a different job.
Young workers courted
According to the survey conducted by Leger, this youth employment game of ‘musical chairs’ partly caused by the fact that they are regularly head-hunted on the job market. In the 16-34 age group, almost half (49%) have been approached at least once by a recruiter in the past year.
The President and CEO of the CPQ sees a real ‘race for talent’ across the board, and notes that recruitment efforts are directed as much at entry-level positions as at jobs requiring more experience.