In the Know: Attracting young recruits

In the Know is a monthly partnership between LP Gas and Propane Resources. This month, Vicki Andersen offers tips to recruit young employees at your propane business.

QUESTION: How can propane businesses attract young recruits?

ANSWER: A big concern for a majority of the younger generation is the fight for a carbon-free environment. The fact that the propane industry has become so heavily invested in the ecology of the planet can be a great incentive for millennials and Gen Zers to pursue careers in the energy industry.

Given their participation in the go-green environmental crusade, marketing to young new hires can be advantageous.

Attracting young recruits to work in your business is as simple as creating incentives that will generate interest. Create an appeal for potential new hires to come and work for you.

First, you need to look in the right place to target young recruits. A great place to start is the education sector; connect with postgraduates who are on the cusp of forming a career path. Make the point that working in the propane business can be the start of a rewarding career that will not only bring them a source of pride and enjoyment but also will contribute to the health of the Earth because of the eco-friendly qualities of propane.

Here are a few suggestions for where to start your search:

• GeneratioNext Propane Pros job posting website – specific for the propane market.
• Your local high school or school district.
• College career centers and job fairs.
• Local vocational or trade schools.
• Online job search sites, such as Indeed, Monster or LinkedIn.
• Community organizations such as YMCA or the Boys & Girls Clubs.
• Social media like Facebook, Twitter or Snapchat.
• Update your company website’s career section – make it stand out by featuring young Gen Zers and millennials; include a wide diversity of faces on those pages.

Since a majority of the younger generation are frequent users of social media, you can target a wider audience. If you do not have a Facebook page, now would be a good time to create one. Post messages as often as possible that you are looking for new hires.

Even though a competitive pay scale is an incentive to attract millennials or Gen Zers to apply, a recent LinkedIn Workforce Confidence Survey revealed that pay is not No. 1 on their list when looking for a job. The survey revealed at least three attributes they are seeking in employment: work they enjoy doing, a healthy work-life balance and growth in their role within the company. These are the things they value. In fact, the study mentioned that Gen Zers would take a pay cut for a job that they found enjoyable.

With all of that in mind, what would make a job position sound more appealing to younger prospects?

• Highlight the position as a progressive career path.
• An internship or mentorship program can help transition new hires into their role.
• Offer tuition assistance for continued education or further training.
• Accentuate and promote a culture where innovation is encouraged.
• Develop a referral program where you offer incentives, such as bonuses, or adding days to vacation or PTO.
• Provide a generous benefit package that includes retirement saving options, health insurance, maternal/paternal leave, time off for attending to personal matters and even a wellness program.

As more aging Baby Boomers retire, a vacuum will form in the workplace. Future employment throughout the country gradually will rest upon the shoulders of the younger generation to fill that gap. Let’s strive to fill that gap in the sphere of propane with eager young minds.

Vicki Andersen works in marketing and data management at Propane Resources. Reach her at vicki@propaneresources.com or 913-262-8345.