Recent studies found that working beyond the traditional retirement age can be beneficial to the work place. At the same time other studies show that hiring younger employees is essential to an organization’s future as Millennials (those born between 1979 and 1999) will represent about 75%of the work force in 2025. Using those older workers as mentors for the younger ones is well worth considering.
Many millions of young Americans remain unemployed at a significantly higher rate than the overall population. The unemployment rate for 20 to 24 year olds was 11.1% in May or double the overall 6.3% rate according to the U.S. Bureau of Labor Statistics.
In an attempt to solve this dilemma The Small Business Majority, an advocacy group for small businesses, recently launched an initiative to encourage their constituents to make hiring younger workers a bigger priority. Since most nonprofits are themselves small businesses it makes sense that they figure out ways to bring younger people aboard.
Millennials , according to several reports, are attracted to organizations according to what the company sells or produces, the company’s work culture. its office environment, the company’s diversity, and of major importance its involvement in causes. This latter factor is a key draw for a nonprofit.
If your organization is interested in bringing on more youthful employees it should make a commitment to do so through expanding part time intern roles, adopting a high quality mentoring program, and partnering with training providers. To further attract Millennials use social media and web based tools to find viable candidates, accept applications and even conduct first round interviews.
Blending youth with experience can only be a positive step in maintaining and improving the dynamics of a nonprofit organization.