Is Corporate Culture Becoming A Problem For Young People?

Securing roles in corporation is no longer the top priority for recent graduates


Job hunting is never easy, especially for young people who may be enthusiastic but lack the corporate experience to get their dream job. Sometimes, it is difficult to get employed because employers would rather recognize a knowledge of the corporate environment than talent.

Every executive wants to hire the best professionals but sometimes, they are unrealistic when setting job requirements. For example, a company may be looking for a 23-year-old candidate with at least 3 years of relevant experience, and leadership skills. Such unrealistic expectations leave youngsters frustrated and force them to rethink their career goals unnecessarily.

It is currently testing times for young people and they need to decide whether to develop skills independently or look for a company that provides training. Every generation is different and career choices are often based on global events. For example, in the first half of the 20th century, the manufacturing based economy encouraged careers in factories, whereas in the second half it became a more service based workplace. Today’s youth shares one clear ambition for the future: they want to be happy. According to the marketing agency Amplify, which surveyed 2,500 young people, 4 out of 10 said that happiness is how they define success.

Unlike older people, millennials prefer changing the world by working for themselves - while being home at a reasonable time every night. Whether it’s becoming a YouTube vlogger or a startup sensation, there is a tendency among young people to work for a purpose rather than a pay cheque. There is also a problem with university graduates who may feel like they have gained some useful knowledge out of their degrees, yet they are terrified of corporate industries.

It’s not only millennials who are concerned about their employment prospects. The business world has started to hold discussions on what to do with them and how they can make the search for 'brilliant talent' easier. During one such discussion, experts from Supa Academy, Collider, Blippar and Bethnal Green Ventures came to the conclusion that the view of success should change, along with the way people are hired.

'You're not seeing the true person in an interview and sometimes that may mean that the best interviewee gets the role, rather than the best person for the job. Even if someone isn't the polished article, you want to find that rough diamond and be able to work with them', says Bejay Mulenga, the co-founder of Supa Academy, a work-based training business that aims to help to define the future of youth employment.

Some experts suggest that businesses should change their hiring strategy by getting rid of CVs and degree qualifications, and place job advertisements in unusual places to attract more diverse candidates. This recruitment strategy, though, is likely to best suit startups as they tend to value people over qualifications. Corporate culture in many large organizations is not ready for such dramatic changes yet, but it is worth experimenting to see whether they can work in your business.

It is well known that companies like Google, Facebook and Twitter shun traditional corporate culture and instead use dress code-free environments and promote a freedom to be creative. The innovation philosophy is based on experimentation, so why not consider some new hiring approaches?

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