Overview
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Attracting and retaining younger works is a broad issue that many industries are facing. With large populations of the Baby Boomer generation retiring at an accelerated pace since the pandemic in 2020 and incoming younger workers statistically staying at jobs about a third less, increasing recruiting activities will become necessary to keep up with anticipated job churn.
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Attracting younger workers into professional and para-professional jobs within transportation systems management and operations (TSMO), especially in the public sector is challenging for a variety of reasons. The record gap between public and private sector salaries is one of the most cited reasons public sector organizations have challenges recruiting younger workers, especially as student debt continues to be a significant issue.
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Organizations that have performed well at attracting younger workers have amplified issues such as work-life balance, flexibility in work schedule, student debt relief, training, and aligning organization culture with pre- vailing and relevant generational issues (e.g., climate change, equity).
IN THIS WHITE PAPER YOU WILL LEARN:
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About the characteristics of younger workers.
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A variety of strategies that Fortune 500 companies are using to attract younger workers.
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How the strategies could be translated to attract younger workers to TSMO careers.