pros and cons of employing young workers

Good but many... requirements

Mr. Phung The Manh is 42 years old, a former international student majoring in fashion in Europe. After returning home, Mr. Manh opened a fashion brand and had a system of 12 stores nationwide.

With an open, youthful mindset and willingness to create conditions for young workers, Mr. Manh believes that this is something he has experienced himself. 16 years ago, I returned to Vietnam and applied to work in a few businesses, seeing that there was a difference between young/older employees in the job market, especially the returning study group and the domestic study group also had many differences. From my own story, I am not afraid to give myself opportunities and challenges when recruiting young people, said Mr. Manh.

Currently, about 30% of Mr. Manh's company's employees are under 28 years old. In particular, the design group has up to 50% of employees under 30 years old. Mr. Manh said that the strength of young people is that they are very energetic, have many ideas, are not afraid of change but also have many... requirements for businesses.

Based on the recommendation of young employees, at the company's headquarters in Hai Ba Trung district (Hanoi), Mr. Manh had to arrange an additional room with the function of a stress release place. The staff can bring food, drinks, and even gather to relieve when needed. The design team proposed to take a day off for 1 day a week, report 1 day in advance and will proactively make up for it on 1 Sunday of the month.

I almost meet all the needs of young people because compared to my time, they are very different: growing up in the age of technology, social networks and approaching many new flows of ideas. That makes them promote flexibility, want to be listened to, and empowered, said Mr. Manh.

Accept the "transition" trend of young workers

Regularly recruiting young workers to account for about 25% of the company's staff, accepting retrainment and understanding the "transfer" trend of this group, Ms. Nguyen Hoang Ly - Creative Director of Ly Hoang Digital Communications Company Limited (Ba Dinh District, Hanoi) said that her company is ready to recruit young people despite many obvious shortcomings.

"We have had very creative communication ideas, even a bit "crazy" from young staff, but when proposed, customers are very satisfied. Only about 5% of young employees continue to be with the company after 1 year, but we accept it because the people who stay with us are all excellent and both sides have found a common voice. In this industry, if recruitment requires qualifications and experience, it is likely that you will only be able to recruit personnel from the age of 35 and above, who may have good ideas, but knowledge of digital media or modern media trends cannot be compared to the younger generation," said Ms. Hoang Ly.

Mr. Le Quang Trung - former Deputy Director of the Department of Employment said that many young workers are not interested in participating in the job market, and employers pay close attention to their personal records and work history. Unstable working history also affects personal reputation because employers can doubt the level of commitment and loyalty of candidates, thereby affecting their ability to advance or build long-term relationships with colleagues and superiors, said Mr. Le Quang Trung.