Employment Expectations of Young People – Interview with Vesna Miloševič Zupančič

Nataša Centa, an expert in HR process digitalization, spoke with Vesna Miloševič Zupančič, the managing director of the e-Student Service, who has over 19 years of experience working with youth employment and competencies. Vesna shares key insights into the challenges and opportunities young people face in the job market and discusses how companies can adapt to attract and retain a new generation of digitally savvy talent.

Does digitalization play a crucial role for young people in the job market?

»Young people raised in a digital world expect modern, digitized HR processes such as simple application procedures, quick feedback, and digital communication. Outdated or slow processes quickly deter them. The COVID-19 pandemic accelerated digitalization, prompting companies to adopt more contemporary digital tools, such as electronic contracts and digital onboarding. Digitalization enables companies to streamline procedures and helps them attract young talent.

What kind of communication attracts young people?

»Generation Z is used to quick responses and communication through modern digital channels. Experience shows that they often ignore calls from unknown numbers and expect companies to reach out through SMS or the apps they used to apply. Employers need to offer clear and timely communication, as young people often take other opportunities if they don’t receive a quick response. They also appreciate feedback, even when they’re not selected, as it leaves a positive impression of the company.

Is Mentorship Still Relevant?

»Mentorship remains very important for young people, as they want someone to guide them through their initial steps in a company. Some companies have implemented 'buddy' mentors for personal and professional support. Young employees expect to be involved in projects from the beginning, with progressive tasks and responsibilities that help them develop their skills. Feedback and acknowledgment are key for their motivation and sense of success. It’s essential that they feel heard, with their ideas considered, fostering a connection with the company.

What About Flexibility and Work-Life Balance?

»Young people value workplace flexibility, including hybrid work options and adaptable schedules. Balancing work and personal life is crucial for them, and unlike prior generations, they often prefer not to commit to long-term obligations. They appreciate the freedom to pursue hobbies, travel, or further education. Employers who offer flexible conditions are more likely to attract and retain young employees.

How Important is the First Impression of a Company?

»A good first impression is essential, often determining whether young people want to work at a company. Experiences they have as customers also shape their view of potential employers. Companies need to establish positive relationships early on, as negative experiences, like lack of feedback after a job application, can deter them long-term.

Do Young People Want Long-Term Employment?

»Research suggests young people generally seek freedom to change jobs frequently, although over half still prefer permanent contracts for their first jobs, largely due to financial considerations in Slovenia. However, market trends show that around 75% of young people initially get temporary contracts, indicating room for improvement from employers. There's also a noticeable trend of young people wanting independence, preferring to work autonomously and with more flexibility.

What About Student Work? Is Anything Changing Here?

»In recent years, we’ve seen a significant decline in the number of students and high schoolers, largely due to demographic shifts and reforms in higher education. With the Bologna system, student obligations have increased, leaving them with less time to work, as their primary focus remains on studies. Consequently, the volume of student work has halved, and on average, students work only about two and a half months per year.

The student work system is now regulated differently, especially regarding taxation and contributions, making it comparable to regular employment and quite costly for employers, who must cover pension, disability, health insurance, and other contributions. For every €100 a student receives, an employer pays around €162. Despite this, employers still use student work as a way to familiarize themselves with young candidates and to test their potential for full-time roles. Studies show that 62% of students who work eventually transition to regular employment with the same employer.

What Changes Do You Expect in the Labor Market in the Coming Years?

»I expect digitalization to continue to play a key role. Artificial intelligence will become a tool for daily tasks, but there will still be demand for jobs focused on human interaction, such as healthcare and education. I always advise young people to seek employment in fields where their passions, talents, and market needs intersect, as this will allow them to build successful careers in today’s rapidly changing environment.

What Advice Would You Give to Young People Entering the Job Market?

»Gaining experience is crucial; it’s the best way to learn work habits, understand work processes, and take on responsibilities. Many look back and feel grateful for the variety of jobs they’ve held, as it helped them understand the real nature of different professions, identify what they like and don’t like, and appreciate the value of hard work and earned money. My advice is to seek diverse experiences as early as possible.

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DigiChat #03: Young People Expect Speed, Digitalization, and Flexibility - Vesna Miloševič Zupančič

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Nataša Centa invited the Managing Director of the Student Service, Dr. Vesna Miloševič Zupančič to DigiChat, to discuss employment opportunities for young people, trends in their hiring, and especially about what attracts them and what they expect from employers and their first job (Slovene only).

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Nataša Centa is a digitalization export specializing in HR processes. She complements her extensive HR management competencies with years of experience in implementing cutting-edge IT solutions in companies on their digital journeys and offering consultancy services on a range of HR-related IT services. She is committed to bringing together the key members of the client's and provider's teams under a motto: 'Together we can do everything'.