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What If You Think You Don’t Need Young Professionals?

20240624 135428 youconnect Ine Dehandschutter
HR
“We’d rather hire someone with experience.”
“A graduate will take up too much of our time.”
“They’ll quit too quickly.”

 These are statements we hear all too often.

Especially when it comes to specialist or strategic roles, where experience is often seen as a key factor. Understandable. But in a labour market that is ageing rapidly and becoming more competitive by the day, perhaps it’s time to question that reflex.

At YouConnect’s HR team, we often have interesting conversations about this, both internally and with our clients.

Because what if your organisation isn’t growing because you’re spending too long searching for “the right experience”? What if you’re overlooking curious and eager young professionals who, with the right guidance, could become the driving force of your future growth?


An Ageing Workforce Isn’t a Future Scenario, It’s Today’s Reality

The figures are clear: in the coming years, a significant number of experienced employees will retire. Recent data from Statbel shows that the share of people aged 67+ will increase from 18.9% today to 21.7% by 2032. That’s nearly one in four Belgians who will no longer be active in the labour market. The potential working population (aged 18 to 67) will start to decline from 2026 onwards, while the number of older people will continue to rise.

In some sectors, this creates a real risk of knowledge loss and a lack of succession. What’s more, only a limited number of young people enter the job market each year. At present, there are about three to four working individuals for every person nearing retirement. By 2070, that figure is expected to fall sharply to just over two workers per pensioner.

This is a clear wake-up call for anyone in HR: it’s crucial to start acting wisely today. Holding on to the belief that you don’t need Young Professionals could mean you’re setting yourself up to miss the boat altogether.


What You’re Missing When You Overlook Starters

It’s understandable that experience is often a decisive factor when hiring. But by consistently avoiding younger candidates, you’re also shutting out a world of potential. Young Professionals bring a unique value to the table, precisely because they aren’t yet locked into fixed patterns or routines.

  • A fresh, open perspective on processes: Recent graduates ask questions experienced staff might not think to ask anymore. Why do we do it this way? Could it be simpler? More digital? Their perspective isn’t clouded by “we’ve always done it like this”, which often leads to surprisingly valuable insights.
  • Digital reflexes and tech-savviness: Generation Z has grown up in a digital world. They switch effortlessly between platforms, apps and tools. They pick up new technologies quickly and can help accelerate and smoothen digital transformation within your organisation.
  • A hunger to learn and make an impact: Young Professionals don’t want “just a job”. They seek meaning, challenge and room to grow. Make this clear. If you give them trust and responsibility, they’ll repay it with motivation and commitment.
  • Energy and engagement: Young employees often bring a boost of positive energy. They’re excited about their first job, eager to prove themselves, and can uplift team morale, especially when supported properly.
  • Growth through support: Young people grow fastest when they’re given structure and targeted guidance. They need clear frameworks, feedback and a sounding board. Not to be spoon-fed, but to be set on the right track with confidence. The better the onboarding, the sooner they’ll become self-sufficient.
  • Potential to grow with and within your organisation: They’re open to coaching, quick to absorb new skills, and, with the right support, can become key players in your organisation.

And what about the idea that young employees always leave after six months? That’s largely a myth. In fact, research shows that when graduates receive proper support in their first job, they tend to stay longer. Those who feel from day one that they can make a difference often build a stronger connection with their employer.

In short: by giving young professionals a chance and guiding them properly, you’re investing not just in what they can do today, but in what they could mean for your company tomorrow.


How to Successfully Integrate Starters into Your Organisation

The good news? A few focused steps are often all it takes to attract and nurture young talent:

  • Start small: one profile, one team, with clear expectations. This creates structure for both the starter and the team.
  • Appoint a buddy or internal mentor: someone to ensure a soft landing. A low-threshold form of guidance can make all the difference.
  • Provide meaningful responsibility: it builds trust and fuels motivation. Just be sure to keep expectations realistic and well-framed.
  • Be transparent about growth opportunities: young people are often highly driven, but they understand growth takes time. Communicate honestly without making promises you can’t keep.
  • Offer room to learn: mistakes are part of the process. In a learning environment, they become steppingstones. Sit down with the Young Professional and discuss both strengths and points for improvement.

It’s not about having a perfect programme. It’s about being willing to invest in potential, not just in someone’s current skillset, but in who they could become for your organisation in the years to come.


How YouConnect Approaches This

At YouConnect, we strongly believe in the power of young talent. That’s why we set up a dedicated Outsourcing department with one clear goal: to give young people a chance and help them grow in a focused way. We offer intensive guidance and match them with projects where they can truly learn. No one-off assignments, but step-by-step trajectories that help them become stronger. This is how we contribute to shaping the HR profiles of the future.

Still unsure whether Young Professionals are a good fit for your organisation? We’re happy to think it through with you. Sometimes, there’s more future in that one profile without experience than in a CV with ten years under its belt.

Authored by Sharon De Winter - 13 May 2025

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