Top Ten Reasons to Hire a Younger Person as your next Employee

With Youth Unemployment amongst younger workers at the highest level since WW2, right across Europe, isn’t it time to consider hiring someone younger rather than older for your business? I know, that sounds ageist but perhaps it is not entirely so, especially when one considers the resultant positive knock-on for the economy whenever our younger workers get ‘the start’ and bed themselves into a new job.


Doing some research for a blog for I was reading the website of the Australian Fair Work Ombudsman and came across this statement regarding younger workers

‘Young workers can bring enthusiasm and new skills to a workplace. They can also become loyal and valuable employees. Best practice employers understand their obligations to young workers and recognise that their guidance and support can shape young employees’ futures and their attitudes to work.’

Well we all know that Australia is a ‘Young’ country, but when it comes to hiring younger folks, they take it very seriously. On this one site alone, there are lots of pages of advice, how-to, who-to and explanation of employment laws etc. Having read some of their information, I found I was re-thinking our attitude towards hiring younger folks.

How many times have you heard the adage, ‘Sure a few years overseas will knock the edges offof him!’ or ‘The best thing she could do now is to head off with the rest of her graduation class and emigrate to Australia or Canada, there’s nothing here for them’?

I am probably guilty of saying and thinking the same, as I also went away, first to England and then to America to work for almost two decades before I returned here.

I do know the value of a good education and the insight that working in another country gives one, but I also know and understand the deep despair and depression that drives our younger folks away, many of whom will never return. I have endured the sense of isolation that one feels in a foreign land, the void of disconnect, and the obligation to succeed and the consequences of failure should one not. Emigration is not the panacea that many believe. I have seen the squalor that many young Irish live in overseas. I have witnessed the depression, abuse, and suicide that can befall the unlucky ones. I have heard the whispered remarks about some who have returned penniless, ‘couldn’t hack it over there, couldn’t make good, what good’s he back here, sucking off the system?’

Don’t get me wrong. Many of our young emigrants do famously overseas. They thrive on the freedom, independence and challenge of their new land. many return home, with their dreams fulfilled. But would they have done as well back here, had they been given the chance. Wouldn’t they have made us just as proud had they succeeded here, at home, amongst their family and peers? Remember, their propensity to spend all of their earnings locally drives the multiplier effect on the economy and their mobility, ability and enthusiasm makes them really valuable employees.

I think many young emigrants would, could have and will succeed here if they are just given the chance, so here’s my top ten reasons to consider hiring a younger person as your next employee. (Yes, some of these are tongue-in-cheek, much better than a tongue-piercing I suppose!) And yes, do feel free to add your own list or suggestions…here goes…Top Ten Reasons to consider hiring a younger person as your next employee – (not necessarily the opinion of anyone else working at )

10. Younger employees can be the life and soul of the office

9.  A younger person almost never has a bad back, sore knee or dentures that need replacing every month

8.  They never take rejection to heart, they just get on with the next call, or project

7.  They have energy to burn, now I just have to figure out how to harness it for the company

6.  She’s my second cousin!  Sshhh, don’t tell the boss

5. They are smarter than me, all of them. Ok I know Latin, but they know code

4. They love doing overtime, getting experience in every area of the company, and as for travel,  no bother at all

3. They are cheaper to hire, don’t need health insurance or pension, and have no bad habits, yet

2. They love coming to work and they tell everyone how great we are to work for on Facebook

1. Finally, at last, I’ve got  someone to help me figure out how to use my I-Phone!

Next Post – Hiring the mature employee – Hands down, experience will win out against enthusiasm, every time.

About ICanWork4U allows employers and job seekers as well as service providers to register free and promote themselves on the ICanWork4U map. was started by Tom O’Connor, of O’Connors Famous Pub in Salthill, Galway in Ireland after he found it increasingly frustrating looking for qualified job seekers close to his business for positions that needed urgent filling. Seeing a gap in the market, Tom created to bring together service seekers and service providers. Register Now at for FREE!
This entry was posted in Caeeer, Depression, Education, Employment, Job Search, Job-seeker, Jobs, Skills, Training, Uncategorized, Unemployed, Unemployment, Work and tagged , , , , , , , , , . Bookmark the permalink.

1 Response to Top Ten Reasons to Hire a Younger Person as your next Employee

  1. Tom, great list and your right, the community has an obligation to support and encourage the younger folk. When we find ourselves emerging from the current recession there should be an air of cautiousness about filling roles and from my experience taking in a large group of young energetic and eager people could deliver problems in the future. The obvious downside is that they will age together and succession management is difficult. They may form a click where it’s difficult to recruit later but I have seen the combined energy turn negative and it’s only after thirty years that some semblance of sense is prevailing. So I suggest that when we start recruiting again we take in a mix of ages with experience and youth (don’t forget the experienced people also have enthusiasm) and some youth have cop on beyond their years.

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