Recruiting the Next Generation
The recipe for a successful onboarding culture
Good employees don’t grow on trees.
But if you want to attract the next generation, you need to understand what helps them grow.
The search for skilled workers is no longer a sprint -it’s an endurance run, and the route runs straight through a generational shift. Anyone looking for young talent today meets a generation entering working life with very different starting conditions:
Many have less hands-on experience with physical work, because school and leisure time have become more digital.
Parents who acted more as partners than as authority figures have strengthened self-confidence, but also weakened traditional hierarchies.
And those who grew up in a world that promised security often have less practice dealing with uncertainty or physical strain.
That’s not a criticism -it’s reality. And it explains why onboarding today requires more than tools and workwear. Young people need to be met where they are, enabled, and taken seriously.
Because when people experience trust, structure, and a sense of belonging, they grow into their responsibilities -no matter how they were raised.
Studies also show that nine out of ten companies consider recruiting young candidates important, yet rate themselves only “satisfactorily prepared.”
So it’s time for a recipe that actually works.
The onboarding recipe
If you want to attract and retain young employees, you don’t need elaborately designed strategy papers. You need a healthy dose of common sense – combined with structure, empathy, and genuine interest.
The “Next Generation” won’t be convinced by buzzwords, but by a mindset they can experience in everyday work. What follows is a practical guide – grounded in current findings from vocational training and labour market research, and shaped by real-world experience. A recipe that works, if applied with conviction.
Ingredient 1: A warm welcome—not a bureaucratic procedure
The first day matters more than any job interview. If new hires find their workstation but nobody is expecting them, even the best employer-branding video won’t help. The younger generation pays close attention to atmosphere and whether they feel welcome. This shows: enthusiasm alone isn’t enough—there must be structures that truly make starting easier.
Tip:
A personal welcome by name – not a stack of forms.
A dedicated point of contact (mentor) who explains how things work – and also checks in to ask how things are going.
Ingredient 2: Orientation instead of overwhelm
Clarity beats complexity. Generation Z wants to understand why they are doing something and what they are contributing to. 94% of companies know they need to respond to Generation Z’s communication and expectation patterns – but far fewer actually implement it. Orientation isn’t a detail; it’s a competitive factor.
Tip:
Explain processes – don’t just impose them.
Show how their work fits into the bigger picture – for example, how properly separated demolition materials become new construction materials, conserving resources in the process.
Ingredient 3: Feedback—honest, please
Feedback isn’t a luxury; it’s an expectation. More than two thirds of Generation Z cite appreciation and feedback as the most important drivers of motivation. They want to know where they stand – not once a year, but continuously. Anyone who grew up with constant feedback also wants to understand their performance at work.
Tip:
An annual review alone isn’t enough.
Prefer short, honest check-ins after projects or on a weekly basis.
Criticism is fine – but keep it constructive and respectful.
Ingredient 4: Responsibility from day one
Young employees want to shape things – not be managed. According to studies, almost half of Generation Z looks optimistically toward the future – and they want to prove what they can do. If you give them responsibility early on, you match that underlying tone of confidence and drive – and you get motivation in return.
Tip:
Small tasks with real impact (e.g., the jobsite playlist or an apprentice video for social media).
Encourage initiative instead of fearing mistakes.
Ingredient 5: Values instead of empty phrases
Generation Z immediately senses whether a company merely posters “team spirit” or actually lives it. Seven out of ten young people pay more attention to work-life balance and health benefits than to status symbols when choosing a job. Credibility and attitude matter more than titles and logos.
Tip:
Show what defines the company: fairness, safety, sustainability, humour.
Real role models on the job speak louder than any glossy brochure.
Ingredient 6: Digital tools – yes, of course! But use them wisely
53% of Generation Z prefer applying via mobile rather than via classic email – at the same time, around one third feel digitally overwhelmed. Digitalisation: yes. But with moderation.
Tip:
Go digital where it makes life easier – not more complicated.
Communicate at eye level: if the jobsite WhatsApp group works, you don’t need a “communication concept” sitting in a binder.
Final step: Season with trust and kindness
Nothing motivates more than feeling taken seriously – and nothing creates connection faster than kindness. Onboarding isn’t a box-ticking exercise; it’s the first invitation to belong. If you phrase that invitation well, you don’t just gain employees – you gain allies.
And what happens after that?
After onboarding, the real recipe starts to take effect: if people stay, it’s not because of the payslip – it’s because of the attitude they experience within the company. Generation Z wants to belong, have a voice, and help shape things. If you enable that, you earn loyalty – and with it, the future.
Because good employees really don’t grow on trees.
But they do grow where they’re watered.