This is Why Companies Prefer Hiring Young Workers

A majority (89%) of workers in Singapore are prepared to go through retraining to secure their employment. This view is the most popular among older workers, with almost all (93%) employees aged 55 and above sharing it.

This group of mid-career workers (85%) are also very aware that companies will consider young workers better equipped in today’s age – particularly with the accelerated phase of automation.

The surge of digitalisation has started to reshape conventional businesses, challenging talent to be well versed in digital and technical skills. Recent research by Randstad verified that many organisations acknowledge young workers as ‘digital natives’ who have the potential to drive technological innovation and improve work efficiency.

Findings revealed that almost four in five (79%) think that young workers are more employable because of the tech-savvy skills they possess.

“Young workers are more energetic, creative and innovative,” said Jaya Dass, managing director, Malaysia and Singapore at Randstad. “Having grown up attuned with the latest technologies, the younger generations are naturally a highly attractive talent pool to organisations that want to stay at the forefront of digital technology and transformation.

Many believe that young workers are more employable because of the tech-savvy skills they have.

“That said, all organisations must practise diversity and inclusivity. Companies that don’t practise fair employment practices will lose out on their ability to build a highly-skilled workforce that would benefit the business in the long-run.

“Employers need to hire a mix of workers from different ages and backgrounds, and invest in their individual professional development profiles. With varied experiences and viewpoints shared across different generations, a multi-generational workforce can result in the development of effective and innovative strategies that will drive business growth.”

Developing effective talent strategies is very important as the economy slowly reopens and businesses work on their recovery amidst the COVID-19 crisis.

Nutan Singapuri, Senior Director Human Resources, Asia Pacific at LinkedIn said that one way to develop HR strategies from talent management to engagement is through the effective use of data insights.

“Think about HR models – what are the kinds of talent you’re looking for in the organisations and businesses you’re supporting?” said Singapuri. “How are you radically pushing and driving disruption in your conversations with business leaders about who you hire and your engagement strategy with the talent that you have?”

For example, in talent sourcing, HR leaders also need to understand what talent is searching for in employers and when is the most effective time to engage with them on multiple platforms, she said.

Source: HRD

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