Early career barriers: how can employers help young adults thrive?
In this blog, Evelina Senyavina, Head of People and Talent in the EdTech industry, shares her insights on how employers can better support young adults entering the workforce.
3rd Jul 2024
• 5 minutes
As we approach World Youth Skills Day on 15th July, it is crucial to explore how employers can assist young adults in entering the workforce. Many young adults lack the necessary experience and struggle to navigate the job market effectively. Employers can play a significant role in bridging this gap, and our first work experiences can become career-defining.
Young adults often encounter several hurdles when transitioning from education to employment. Some challenges observed throughout my career as Head of People and Talent in various industries include mismatches between academic theories and practical workplace skills, and mismatches between the requirements for entry-level roles, the expectations that companies have, and the skills and experience that candidates entering the workforce already possess.
Employers often expect a fresh graduate to have experience in a similar role and industry, creating a dilemma. On the one hand, it is quite hard for a recent graduate to have relevant experience, and on the other hand, employers prefer to hire someone who can hit the ground running and are reluctant to teach and train their newcomers.The importance of training
Studies show that organisations that invest in structured training not only enhance specific job-related skills but also equip employees with the behavioural tools needed to handle challenging situations effectively. This approach, advocated by researchers in the context of behaviourist psychology, demonstrates that systematic reinforcement and training can significantly improve employee performance and confidence.
By focusing on training, companies can mitigate the mismatch between academic preparation and practical job demands, ensuring that new hires are well-prepared to meet role expectations and contribute meaningfully from the outset. This investment in employee development is essential for building a capable and motivated workforce, particularly for young adults entering the job market.
The power of EdTech: revolutionising skills development
One effective solution for facilitating entry into the workforce for young adults is leveraging educational technology (EdTech) platforms that offer online courses, virtual internships, and simulation-based learning. Various platforms provide accessible, industry-relevant training that helps young adults acquire the skills needed for the job market. These tools can bridge the gap between theoretical knowledge and practical application, preparing young adults for real-world challenges.
EdTech platforms break down geographical barriers, providing young adults from diverse backgrounds with access to quality education. Such platforms cater to various skill levels and career interests. Many young adults juggle part-time jobs or family responsibilities, and EdTech allows them to learn at their own pace and on their own schedule, accommodating their circumstances.Important skills to master
It is very important to master skills that will be useful for any job you are applying for - self-confidence and the ability to market yourself. The good news is, that the more you practise and the more you act on the feedback you are given, the more likely you are to 'build this muscle.'
Networking and communication are other skills worth developing, and nowadays we can network online if there are no opportunities available in person. Free online tests can help identify what other skills need to be developed, and personality tests can help identify abilities and strengths that can further boost confidence and guide an applicant in the right direction.Successful programmes and initiatives
Throughout my career, I have implemented several successful programmes to help young adults gain skills and experience for employment:
Bootcamps
We started the initiative of offering affordable IT courses where students only pay 10% upon enrolment. We partnered with leading recruitment agencies, boutique firms, and top corporations needing tech talent. We assisted with preparing them for interviews, building their CVs, coaching and mentoring them, as well as securing roles through our recruitment partners. Our promise was that graduates would secure a job after finishing our courses. If they do not secure a job within three months, they do not pay anything back. I am pleased to mention that all our graduates were able to secure roles within this period. The courses included back-end and front-end development, Data Science & AI, ReactJS, Python, Website and App Development, Machine Learning, Java, and others.
Weekend learning
As part of our CSR initiative, we partnered with charities. Department heads shared insights on what they look for in candidates, essential skills for their departments, and tips for hiring inexperienced candidates. As Head of HR, I offered advice on building CVs, presenting oneself at interviews, and application strategies. My colleagues provided coaching, mentoring, and, if qualified, language teaching or other specialised training.
Charity hours
Another initiative involved IT teachers dedicating several hours weekly to teaching coding at orphanages, preparing children and teenagers for future workforce entry.
Partnerships
We partnered with universities and business schools to offer internships, work placements, apprenticeship programmes, and part-time roles. These partnerships ensure the curriculum aligns with current industry needs, providing students with relevant knowledge and skills. Collaborations offer hands-on experience, applying theoretical knowledge in real-world settings.
LMS (Learning Management System) implementation
Introducing an LMS allowed us to build customised training programmes and utilise existing ones, ensuring they meet the specific needs of our company. An LMS providesa structured and efficient way to deliver training content, track progress, and evaluate the effectiveness of learning initiatives. With an LMS, it was easy to scale our training programmes as our company grew.
Guest lectures and workshops
Professionals from partner organisations can share expertise through lectures, workshops, and seminars. At the end of the event, young adults have an opportunity to exchange contacts, talk to the speakers and network.Inclusive and accessible recruitment and onboarding
To ensure our recruitment and onboarding processes are inclusive and accessible to young adults from diverse backgrounds, we advertise on various platforms, not just online. We partner with communities and have introduced blind hiring software and tech tests, which help remove bias and avoid discrimination. Additionally, we connect with local schools, colleges, and community organisations, hosting career fairs, providing career counselling, and conducting workshops on employability skills.
In my career as Head of People and Talent, I have observed differences in the level of confidence and ability to present themselves and their skills between men and women. For example, research by Pauline Rose Clance and Suzanne Imes highlights how impostor syndrome disproportionately affects women. Additionally, studies like those by Carol Dweck show how societal expectations shape behaviours from a young age. Dweck's research on fixed and growth mindsets indicates that girls are often praised for being 'good' or 'smart,' which can lead to a fixed mindset and avoidance of challenges, while boys are encouraged to take risks and are praised for effort, fostering a growth mindset. These differences are important to remember when developing fair and inclusive recruitment processes. For example, introducing blind hiring has significantly increased female representation in our workforce.Role of mentorship programmes and educational partnerships
Mentorship programmes and partnerships with educational institutions are crucial in preparing young adults for the workforce. They offer personalised guidance and support, helping young adults navigate career choices, set realistic goals, and develop clear career paths. Mentors encourage, boost confidence and motivation. General advice for young adults entering the workforce is to find someone they look up to or would like to learn from, reach out to this person, for example on LinkedIn or some other platform, asking for advice and support. Where possible, mentors can introduce mentees to professional networks, opening opportunities for internships, job placements, and career advancement.Measuring the effectiveness of initiatives
When implementing an initiative, it is important to measure its effectiveness to decide whether to continue it or adjust it. A SCRUM-like approach and iterations can be handy. Measuring the effectiveness of initiatives supporting young adults' entry into the workforce involves a multi-faceted approach using quantitative and qualitative metrics.
- Quantitative metrics: These can include placement rates, performance metrics, programme completion rates, diversity and inclusion statistics, career advancement, skill acquisition, and certification.
- Qualitative metrics: These include feedback from participants, employers, mentors, and partners, as well as case studies and success stories. Feedback helps evaluate programmes and adjust them where necessary.
Skills development
Mentors help develop both hard and soft skills. Hard skills might include technical abilities specific to a job, while soft skills encompass communication, teamwork, and problem-solving. Mentors can introduce mentees to professional networks, opening opportunities for internships, job placements, and career advancement. Mentors provide insights into the day-to-day realities of specific industries, helping young adults set realistic expectations and better prepare for the workforce. Universities often offer mentorship programmes with invited coaches and mentors as part of their curricula.Collaborating with local communities and government agencies
Collaboration with local communities and government agencies is vital in addressing youth unemployment and skills development. By partnering with these entities, companies can create comprehensive support systems that benefit young adults.
Community outreach
We engage in community outreach programmes, which involve hosting career fairs, providing career counselling, and conducting workshops on employability skills.
Government programmes
We participate in government-led initiatives, which provide funding to create job placements for young people. These collaborations help us offer more opportunities to young adults and ensure they receive the support they need to succeed in their roles. Working with local councils and community organisations, we develop tailored programmes that address the specific needs of the local youth population. These programmes include vocational training, mentoring, and job placement services.
Advice for other companies
My main advice for companies looking to support young adults in gaining employment opportunities is to be more open and less conservative where possible. Both companies and young adults can benefit from introducing initiatives aimed at training young adults and equipping them with the skills necessary to succeed in work and in life. Talk to young adults, try to find out what it is that they could benefit from, and how you can support them. Help as much as you can but also let them practise and gain their own experience.
Look for programmes that support companies and provide funding, engage in community outreach, and build relationships with local organisations. Always remember that the initiatives you implement can change the lives of so many people for the better. With so many EdTech solutions available now, make sure you utilise them to train your workforce.
Offer internships and apprenticeships
Provide practical, hands-on experience through internships and apprenticeships. These programmes not only help young adults gain valuable experience but also allow companies to identify and nurture potential future employees.
Invest in mentorship programmes
Pair young adults with experienced professionals who can provide guidance and support. This can be particularly beneficial in industries that require specialised skills and knowledge.
Utilise EdTech platforms
Provide access to online courses and training. EdTech platforms offer flexible and accessible learning opportunities that can help young adults develop the skills needed for the modern workplace.
Promote inclusive hiring practices
Ensure recruitment processes are accessible and unbiased. This includes using blind hiring techniques, diversifying recruitment channels, and providing support for underrepresented groups.
Measure and refine initiatives
Continuously assess and improve programmes based on feedback and outcomes. Regularly review the effectiveness of initiatives and make adjustments to ensure they meet the evolving needs of young adults and the job market.
By implementing these strategies, companies can play a significant role in empowering young adults and facilitating their successful entry into the workforce. Together, we can create a supportive environment that nurtures the next generation of talent.