{"id":58627,"date":"2026-01-08T14:42:37","date_gmt":"2026-01-08T13:42:37","guid":{"rendered":"https:\/\/www.deutscher-abbruchverband.de\/?p=58627"},"modified":"2026-01-08T14:42:37","modified_gmt":"2026-01-08T13:42:37","slug":"recruiting-the-next-generation","status":"publish","type":"post","link":"https:\/\/www.deutscher-abbruchverband.de\/en\/2026\/01\/recruiting-the-next-generation\/","title":{"rendered":"Recruiting the Next Generation"},"content":{"rendered":"
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The recipe for a successful onboarding culture<\/strong><\/p>\n

Good employees don\u2019t grow on trees.
But if you want to attract the next generation, you need to understand what helps them grow.<\/p>\n

The search for skilled workers is no longer a sprint -it\u2019s 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:<\/p>\n

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.<\/p>\n

That\u2019s not a criticism -it\u2019s 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.<\/p>\n

Because when people experience trust, structure, and a sense of belonging, they grow into their responsibilities -no matter how they were raised.<\/p>\n

Studies also show that nine out of ten companies consider recruiting young candidates important, yet rate themselves only \u201csatisfactorily prepared.\u201d
So it\u2019s time for a recipe that actually works.<\/p>\n

The onboarding recipe<\/strong><\/p>\n

If you want to attract and retain young employees, you don\u2019t need elaborately designed strategy papers. You need a healthy dose of common sense – combined with structure, empathy, and genuine interest.<\/p>\n

The \u201cNext Generation\u201d won\u2019t 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.<\/p>\n

Ingredient 1: A warm welcome\u2014not a bureaucratic procedure<\/strong><\/p>\n

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\u2019t help. The younger generation pays close attention to atmosphere and whether they feel welcome. This shows: enthusiasm alone isn\u2019t enough\u2014there must be structures that truly make starting easier.<\/p>\n

Tip:<\/strong><\/p>\n

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    A personal welcome by name – not a stack of forms.<\/p>\n<\/li>\n

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    A dedicated point of contact (mentor) who explains how things work – and also checks in to ask how things are going.<\/p>\n<\/li>\n<\/ul>\n

    Ingredient 2: Orientation instead of overwhelm<\/strong><\/p>\n

    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\u2019s communication and expectation patterns – but far fewer actually implement it. Orientation isn\u2019t a detail; it\u2019s a competitive factor.<\/p>\n

    Tip:<\/strong><\/p>\n

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    • \n

      Explain processes – don\u2019t just impose them.<\/p>\n<\/li>\n

    • \n

      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.<\/p>\n<\/li>\n<\/ul>\n

      Ingredient 3: Feedback\u2014honest, please<\/strong><\/p>\n

      Feedback isn\u2019t a luxury; it\u2019s 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.<\/p>\n

      Tip:<\/strong><\/p>\n

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      • \n

        An annual review alone isn\u2019t enough.<\/p>\n<\/li>\n

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        Prefer short, honest check-ins after projects or on a weekly basis.<\/p>\n<\/li>\n

      • \n

        Criticism is fine – but keep it constructive and respectful.<\/p>\n<\/li>\n<\/ul>\n

        Ingredient 4: Responsibility from day one<\/strong><\/p>\n

        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.<\/p>\n

        Tip:<\/strong><\/p>\n

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          Small tasks with real impact (e.g., the jobsite playlist or an apprentice video for social media).<\/p>\n<\/li>\n

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          Encourage initiative instead of fearing mistakes.<\/p>\n<\/li>\n<\/ul>\n

          Ingredient 5: Values instead of empty phrases<\/strong><\/p>\n

          Generation Z immediately senses whether a company merely posters \u201cteam spirit\u201d 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.<\/p>\n

          Tip:<\/strong><\/p>\n

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            Show what defines the company: fairness, safety, sustainability, humour.<\/p>\n<\/li>\n

          • \n

            Real role models on the job speak louder than any glossy brochure.<\/p>\n<\/li>\n<\/ul>\n

            Ingredient 6: Digital tools – yes, of course! But use them wisely<\/strong><\/p>\n

            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.<\/p>\n

            Tip:<\/strong><\/p>\n

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            • \n

              Go digital where it makes life easier – not more complicated.<\/p>\n<\/li>\n

            • \n

              Communicate at eye level: if the jobsite WhatsApp group works, you don\u2019t need a \u201ccommunication concept\u201d sitting in a binder.<\/p>\n<\/li>\n<\/ul>\n

              Final step: Season with trust and kindness<\/strong><\/p>\n

              Nothing motivates more than feeling taken seriously – and nothing creates connection faster than kindness. Onboarding isn\u2019t a box-ticking exercise; it\u2019s the first invitation to belong. If you phrase that invitation well, you don\u2019t just gain employees – you gain allies.<\/p>\n

              And what happens after that?<\/strong><\/p>\n

              After onboarding, the real recipe starts to take effect: if people stay, it\u2019s not because of the payslip – it\u2019s 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.<\/p>\n

              Because good employees really don\u2019t grow on trees.
              But they do grow where they\u2019re watered.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n

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              <\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/article>\n<\/div>\n
              <\/div>\n","protected":false},"excerpt":{"rendered":"

              If you want to attract and retain young employees, you don\u2019t need elaborately designed strategy papers. You need a healthy dose of common sense – combined with structure, empathy, and genuine interest….<\/p>\n","protected":false},"author":2655,"featured_media":58630,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_bbp_topic_count":0,"_bbp_reply_count":0,"_bbp_total_topic_count":0,"_bbp_total_reply_count":0,"_bbp_voice_count":0,"_bbp_anonymous_reply_count":0,"_bbp_topic_count_hidden":0,"_bbp_reply_count_hidden":0,"_bbp_forum_subforum_count":0,"footnotes":""},"categories":[3689],"tags":[],"class_list":["post-58627","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-association-news"],"acf":[],"yoast_head":"\nRecruiting the Next Generation - Deutscher Abbruchverband e.V.<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.deutscher-abbruchverband.de\/en\/2026\/01\/recruiting-the-next-generation\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Recruiting the Next Generation - Deutscher Abbruchverband e.V.\" \/>\n<meta property=\"og:description\" content=\"If you want to attract and retain young employees, you don\u2019t need elaborately designed strategy papers. 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