How to Attract and Keep Young Workers? The current employment market is notoriously difficult. There are widespread labor shortages, young workers expect higher starting salaries, and after employers hire and train a new employee, the likelihood that they will leave for a higher-paying position is rising rapidly. The cost of turnover is high, but it has always been higher than many employers realize, and it is likely detrimental to the profitability of your business. How can employers hire and retain young workers more effectively? To determine this, we spoke with workforce development professionals — individuals who assist employers in locating workers and young adults in locating employment. We asked them what employers should do to attract and retain quality employees. These professionals understand both sides of the hiring process and were able to inform us of what works and what does not in the hiring process for young workers. Our research centered on the core production tasks performed by young workers in a variety of industries, including manufacturing, health care, and administrative service firms. For all job types, we focused on what employers can do to attract and retain entry-level workers. To attract and retain their core production personnel, many companies are increasing wages, converting part-time positions to full-time positions with benefits, and even offering signing bonuses. These are essential, but what we've learned is that the social aspects of hiring, particularly those involving the development of mutual respect and trust, are more important for retaining young employees. These are unique obstacles for workers of color, who frequently anticipate discrimination. Our objective is to assist employers in examining their hiring and training practices, accelerating the rate at which new hires become productive team members, and decreasing the high monetary and emotional costs of turnover due to unsuccessful hires. In our research, we discovered ten lessons that will assist employers in hiring successfully. The workforce specialists we interviewed gained these insights by observing the common errors made by employers, sometimes repeatedly. Here's how to make corrections: