Why do companies struggle for months to fill vacancies while candidates with strong resumes face rejection? Why are young people actively seeking work only to leave shortly after, while experienced professionals accept positions below their level?
These challenging questions were at the heart of the latest SUP HR Community meeting. Volodymyr Shvets, founder of STUD-POINT, and Olena Skliarenko, organizational development and HR expert, consultant to international and Ukrainian firms, and lecturer at the UCU Business School, discussed what is truly happening with the youth, why “experience” no longer guarantees success, and which competencies have become critical in times of uncertainty.
Today’s youth (students and juniors) are looking for more than just a job; they seek a space for self-realization. If your job description focuses solely on functions, you will lose the war for talent. Young people expect a different language, a different interaction format, and an honest answer to one question: Where will I be in this company in two years?
What Motivates Youth Today
According to STUD-POINT research, the following are critically important for young professionals:
- Career Growth Opportunities: 77% of young people prioritize this, compared to 33% of the general working population.
- Environment and Socialization: A desire to be part of a team rather than working in isolation.
- Friendly Culture: Support and a sense of belonging.
- Company Stability: It is vital for them to know the business is built for the long term.
This means that a job vacancy should describe not only the responsibilities but also the career path and the company atmosphere
Youth are open to work
“Special attention was paid to the myth of a ‘shortage of candidates.’ STUD-POINT research shows:”
- 77% of young people are open to offers, even if currently employed.
- 54% feel it is essential to see the tangible results of their work.
- Nearly one in three graduates is currently unemployed, creating a massive opportunity for businesses.
The problem lies in the mismatch of expectations: candidates are looking for one thing, while employers are offering another.
Where and How to Find Young Talent
Key recruitment channels include:
- Job Boards & Telegram Channels: The primary sources for active searching.
- LinkedIn: Used by 39% of young candidates.
- Referral Systems: Every third candidate comes through recommendations, yet many employees are unaware of their company’s referral programs.
- Simplicity of Contact: Using forms or Telegram works better than email. Many students do not have formal resumes and rarely use email.
Students and “Real Production”
Volodymyr noted that universities often portray manufacturing as something cumbersome and outdated. When graduates visit modern plants, they are genuinely surprised by how compact and high-tech they are. The solution: Open your production facilities to students. Tours, internships, and practical projects work better than any traditional recruiting.
Why Youth Leave After 2–3 Months
Frequent early departures are often caused by a lack of variety. Young professionals want to try different things. Effective approaches:
- Assign new tasks or roles every 3–5 months.
- Allow internal transfers between departments.
- Create internship programs with rotation cycles.
Why do professionals face rejection?
The labor market is currently in a paradoxical state. According to Olena Skliarenko, the primary reason lies in the absence of “complex competencies” necessitated by the war:
- Informed, reasoned decision-making.
- The ability to analyze a complex and volatile environment.
- Generating ideas under conditions of high uncertainty.
- High levels of autonomy and accountability.
“We are seeing a ‘downshifting’ trend: former Marketing Directors are accepting roles two levels lower. Often, this is because their previous high-ranking title existed in a system where algorithms or top management made all the real decisions,” the expert noted.
The World Is Becoming More Complex — People Are Struggling to Keep Up
According to the speaker, this problem extends beyond the Ukrainian market. Humanity, in general, is lagging behind the world’s increasing complexity. In response, people often swing between extremes: either “analysis paralysis,” where decisions are delayed indefinitely, or oversimplification, where complex situations are handled superficially.
Businesses are attempting to balance these extremes by utilizing analytics, engaging external experts, and adopting new management models.
Restructuring Business Models
Businesses built for a market of 40 million consumers are now adapting to a much smaller reality. This leads to:
- The merging of 2–3 roles into one.
- Smaller teams with increased individual workloads.
- A shift toward survival-based efficiency.
The HR Community meeting served as a vital platform for exchanging data and practical insights that can be applied immediately to team management and recruitment strategies.