Attracting and retaining junior talent in 2024

As the new financial year approaches, employers should dedicate time to understanding how they can promote the sustainable growth of their business. One of the best ways, according to Entec Si CEO Eman Al-Hillawi, is to prioritise junior appointments across the company.

Research has shown that people aged between 18 and 48 are more likely to switch jobs than they were a decade ago. The reasons for ‘job hopping’ vary, from being tempted away by a higher salary or title change to feeling overworked and undervalued. With so many factors contributing to staff turnover, employers need to be more aware of the expectations of their workforce than ever before to retain talent, particularly for more experienced roles. .

To successfully retain talent, employers should establish an honest depiction of company culture early on in the recruitment process. It’s essential that there is an alignment between the values of the business and the intrinsic values held by potential employees. Ensuring cohesion between all parties makes it much easier to encourage employee advocacy and help to set realistic expectations of the workplace from employment start.

According to the Management Consultancies Association (MCA), consulting activity was projected to grow by a further 9% during 2024, meaning that the need to induct fresh talent into the industry is critical. With many sectors experiencing skills gaps, it’s important to satisfy the increasing demand for new talent through embracing diversity in the workplace – in all its forms.

For example, shifting the perception of ‘junior’ talent away from age and towards ‘career switchers’ with a wealth of transferable skills and knowledge is an efficient way of attracting a new pool of talent. Distinguishing the core skills required  and seeking out candidates of varied career backgrounds that are able to fulfil these criteria will not only help to bring new talent into the business, but also broaden the pool of talent to choose from. Building on the development of staff members with less industry experience through funding qualifications or other training can also help to secure employee loyalty and build retention levels, tackling the issue of ‘job hopping’.

Taking stock of transferable skills and investing in less experienced staff members is just one way of securing employee loyalty. Typically, change and transformation consultants are exposed to a variety of different sectors and disciplines, meaning the roles are often varied and complex. Consultancy roles sit within an environment of continuous learning, which can be a natural way of battling employee job fatigue due to the variety within day-to-day activities.

Staff retention can also be boosted by avoiding corralling less experienced team members into specific specialisms too soon in their role or time at the company. Instead, employers should seek to expose newer talent to a wider range of business operations to help them discover their perfect fit.

Diverse recruitment processes and the promotion of a positive internal work culture are key to retaining loyal staff, however, employers should go further still to connect with their employees and make them feel valued. This should include celebrating employees and recognising achievement, for example by highlighting wins or milestones to the wider business.

In a business landscape that is becoming more employee-centric, it’s important to build authentic relationships between team members and create a space where people want to work. This can also include remembering to celebrate non-work-related achievements such as birthdays and other personal milestones.

In the battle to close the skills gap, employers must remain adaptable and open-minded. With employees more likely to switch roles than ever before, discovering innovative ways of attracting and retaining staff must be at the forefront of every business strategy. Taking stock of transferable skills during the recruitment processes, introducing internal training or movement between departments and celebrating achievements can all help to foster employee loyalty and create a culture in which people want to work.

Eman Al-Hillawi is the chief executive officer of business change consultancy Entec Si.