Meeting the demands of growing market can be a bit hard to maneuver, but with the increase of junior staff making their way into the workforce, a set plan to ease a clear onboarding process in place is vital. Contrary to what some hiring professionals may say, enthusiasm, mental freshness and overall eagerness to learn new material all are great qualities that younger professionals contribute to a growing company or brand.

As leaders, it is our responsibility to effectively implement a strategic plan in order to for these young, newer professionals while also promoting a work environment which allows your business to continue growing.

Business experience recommended

Throughout the hiring process, it may be routine to sometimes hire the person with the most enthusiasm or passion, but it is important to reevaluate the young professional’s previous work experience. On paper it may seem like the best option to hire an employee who just graduated university, however once this person is onboarded, be prepared for a learning curve on their behalf. Since these new professionals have little or minimal work experience, mistakes are a common way for these employees to learn. At the same time, this could also interfere with efficiency on both micro and macro levels within the company.


Even if the training process is a work in progress, providing these young professionals with consistent, useful training is the only way for them to receive an encompassing understanding of their role as an entry level employee. Although it does take a fair amount of time for the employee to grow into their role comfortably, steady training with either one or two upper level management is a productive way for them to also understand the inner workings of the company.

No one knows it all

A common mentality for young professionals who have recently entered the workforce is that they are simply unaware of how to execute most of their job. Younger staff may be more likely to affirm everything is going well with self-assurance instead of openly addressing any lingering questions or concerns they may have to avoid showing any signs of “weakness.”

In the leadership position, it is imperative to make it known to your younger employees that your interactions with them are based on two-way communication, where it is essential for them to raise up any issues at hand. As a result, your direct reports will be more inclined to share concerns with you as means to make the fresh, business relationship more stable through a steady workflow between you and your new hire.