For what seems like forever, employers have recruited teens to fill front-line positions. These jobs typically pay little more than minimum wage and many times involve the work no one else wants to do. At the same time, they provide spending money and help young people assimilate to the world of work. Unfortunately, however, teen employment in the US during the summer has dropped to a fifty-year low.
This work-for-cheap-but-get-experience relationship has changed for a number of reasons. Firstly, many of these traditional roles have either been automated or eliminated. Secondly, an increasing number are being assumed by older individuals, including a burgeoning immigrant population, who offer more experience and more flexible hours. Thirdly, mandatory increases in minimum wages are compelling employers to seek applicants with more work smarts who can become productive faster.
Finally, teens are choosing summer classes and other coursework to enhance resumes and college applications. Studies show that this dearth of teen interest in working is not about laziness, parental allowances, or being married to their smart phones. It’s more practical than that. The emerging generation is more focused on what they can learn to get a good job upon graduation. As one student said to me, “I want to be an accountant. How is mowing lawns during the summer going to help me with that?” While some may deride this attitude as ignorant or ill informed, it is widely shared by the present cohort of high school and college students. Today’s teens are not the teens of the past.
So what should employers do? Here are a few suggestions:
Take a hard look at your employment cycles. Chances are you, like most employers, have developed a rhythm in how you hire. But in today’s environment of low unemployment and a dearth of teen applicants, you need to make a closer examination of where your applicants are coming from. Who else, besides teens, is applying? Who is the easiest to retain? Who comes up to speed the fastest? Who is the most productive overall? As much as hiring teens might be an engrained practice, it might be hurting your bottom line unless to verify your assumptions about their true contributions to your business.
Consider the costs and benefits to hiring teens. Let me state an uncomfortable truth – About the only thing teenagers have going for them is that they’re relatively cheap to employ. But with rising base wages, even that is less of an advantage. Yes, we all feel the desire to give kids a chance to learn. But many of today’s teens have a distinctly different motivation for working. Take a step back from your sympathies for giving them a chance and ask yourself whether they really demonstrate a reasonable contribution to your bottom line. As the saying goes, “Old habits die hard.” But they can also be very expensive.
If you choose to hire teens, brush up on your connection strategies. Teens are not just an internet generation. They are a mobile internet generation. This means that unless you’re one of the large retailers or fast-food chains that blanket the nation, they will not apply in person. They expect to apply on-line. That’s how they will find you as well. How? Via social media. Some may Google part-time jobs in their city or zip code, but most connect with their friends on Facebook, Pinterest, Twitter or Snapchat. You will need a presence on all of these sites. As sign in the window will work for some if they happen to drive past. But banners that read Now Hiring, Accepting Applications or $11 Per Hour put you in the category of “just another boring job.” Remember, this generation is looking to leverage their experience into something better, in addition to getting paid. Otherwise, they should probably just take another class or two.
It might be tempting to lament the demise of the cheap, hardworking teen workforce who learned about life on the job and earned movie money for the weekends. But in their place you will need to recruit the kind of worker whose motivations contributes to your bottom line in today’s ultra competitive world.