Why?
Difficult topic, so let’s try to break it down. To better understand the nature of what employers are going through and why they are struggling to attract young people, we need to see that the state is failing and failing young people in life prospects, in opportunity, in equal access and fairness, in education, in entrepreneurship, in interesting jobs, in housing… etc.
Employers are therefore overcoming major obstacles of reality when they try to offer young people attractive jobs that allow them to live the life they would like to live, but the environment in which they are supposed to live, enjoy, take pride and grow is not ideal.
Of course, the best ones always show up and are able to take advantage of opportunities… or they go abroad… but what about the others, what are they like?
- The proportion of young people in Slovakia is continuously decreasing and compared to other V4 countries and the Baltic States we have the highest representation of young people living in rural areas, which is partly reflected in their attitudes, especially their inclination towards conservatism and nationalism.
- Slovakia is one of the countries in the EU where young people’s independence is delayed (the “mama hotel” effect) and family formation is also delayed.
- These trends are linked to economic deprivation and housing unaffordability for young people. In addition, the shift in values towards individualism, secularisation and material values is also contributing to the delay in starting families.
- The Slovak education system performs worst in the CEE region on many indicators, and students “and parents” perceptions of the quality of teaching have worsened during the pandemic (as a result of online teaching).
- Compared to the V4 and the Baltic States, Slovakia has the highest number of young people in the public sector; the highest number of people who work outside their graduated field and are also overqualified for their positions – the result of a mismatch between studies and the real needs of the market
- Slovaks long to live abroad and the most preferred is the Czech Republic, where there is minimal language or cultural barrier.
- Overall, the biggest motivators for emigration are economic factors, but also a better chance to find a job in the labour market. Negative perceptions of corruption and the political climate also have a strong influence on the desire to leave the country.
- Issues such as climate change and social injustice are increasingly at the forefront of young people’s minds, but are not being addressed by the state in the way they would like.
What about it?
We will not pretend that we have and know the answers or that the solution is simple. And while it’s not just in the hands of employers, we’re trying different approaches and here are a couple that have worked for us:
From an employer’s perspective, 5 tips that work for our clients when hiring young people:
- If a company and its leaders engage in public debate or publicly present their attitudes and activities, they motivate young people by example and give hope for change – so the question is not whether a company should speak out on social issues – definitely yes.
- Where it is possible to involve young people in projects or directly create an incubator within the company where young people can realize themselves.
- Try to focus on getting the whole lot, not just the individual.
- Making a positive commitment (an allowance or loan for an apartment, a car, a vacation, an investment) means “waking up” to your responsibilities and fulfilling your obligations.
- Modern benefits – sports, paid versions of Spotify, apps, Netflix, travel allowance, education, etc.
