A new strategy for filling entry-level positions?

Local unemployment is down significantly and demand for entry-level jobs is high.  A potential solution would be to hire age youth (15-19 year olds) and train them for their introduction to the workforce. 

They typically don’t yet have work experience, so paying minimum wage seems appropriate.  If they can only work 15-20 hours, hiring enough to ensure shifts are covered sA nehouldn’t be a problem, particularly since they won’t require benefits that full-time employees expect. 

But what can a teen really offer an employer?

Many teens are typically introduced to the work environment at restaurants or retailers as cashiers, hosts/hostesses or waiters/waitresses; others take on seasonal work (lawn care, lifeguard, amusement park worker, etc).  Their youthful energy enables many to work on their feet for long periods, interact with the public and, in some cases, handle multiple responsibilities.  However, is there more they can do?

Think about this: a 19-year-old today was born in 2000.

They’re accustomed to technology; they’ve been using it their entire life (think smart phones, computers/tablets, and many other tools!).  Some are already highly proficient with current technology, software and apps.  Perhaps engaging them with technical tasks can benefit your organization in ways beyond the typical expectations.

Combining some basic business skills (communications, sales, creativity) with technical skills might enable teens to do some web-based sales and marketing.  Many spend hours on Instagram or watching YouTube, and already have a good idea of the power of nontraditional marketing and promotion. 

Perhaps they can help promote your products or your organization in ways you haven’t yet considered.

Many of us have a hard time imagining a teen using construction equipment, but how many of them use game controllers (I almost said joysticks, revealing my ancient ways) to take on their friends in a variety of electronic and online games?  Surely, with some training and guidance, they can learn how to use a small bucket loader or backhoe.  Instead of simply picking up tools and materials as a construction helper, they can probably assist with “moving earth”.

While many older workers feel compelled to complain about “these youngsters” or “millennials”, perhaps the reality is that we haven’t yet tapped into what motivates them. 

There will undoubtedly be an ongoing need for cashiers and stockers, but our environment is in a state of constant change, so surely employers’ expectations for teens can change as well.  Perhaps we “older folks” can find better opportunities to tap into teens’ interests and expectations to maximize their introduction to the workforce which will hopefully benefit all of us.