Attracting younger talent is a top priority for the construction supply industry—but it’s also one of the toughest long-term challenges. Many companies have started updating job descriptions, modernizing their image, and expanding recruitment efforts. But how do you actually know if it’s working?
Measuring success in attracting younger workers isn’t just about how many resumes you receive. It’s about tracking the right data across hiring, onboarding, engagement, and retention.
Here’s how high-performing distributors are measuring progress—and where to focus if you want to turn effort into results.
Before you can improve, you need to know where you stand. Understanding the age distribution of applicants helps you assess whether your outreach is resonating with younger job seekers.
If you’re not seeing growth in these metrics, it may be time to revisit how—and where—you’re recruiting.
Younger candidates, especially Gen Z, expect a fast and responsive hiring process. A long or confusing application experience can lead to drop-off.
Improved speed and efficiency are often a sign your hiring process aligns better with younger expectations.
If younger candidates are getting offers but turning them down, it may point to gaps in compensation, perceived company culture, or clarity around growth opportunities.
A low acceptance rate suggests your employer brand might need reinforcement.
Attracting younger workers is only half the battle—keeping them is where real ROI happens. If first-year turnover is high, it likely means expectations didn’t match reality.
Correlation between turnover and job role, training quality, or manager support
Strong early retention is one of the clearest signs your hiring and onboarding efforts are on point.
Younger workers want to grow. If they’re not engaging with training, mentoring, or development opportunities, they may not see a future with your company.
High participation signals that younger employees are connecting with your company’s growth path.
The best way to know if your efforts are working is to ask. Younger workers can tell you what’s landing—and what’s not.
Use this insight to refine both your messaging and your internal culture.
Are younger employees moving up—or moving on? Promotion rates reveal whether you’re not only hiring younger talent but helping them grow into leadership.
If young talent can see a future, they’re more likely to stay and contribute at higher levels.
Attracting younger talent is a long-term strategy, not a one-time campaign. To measure success, you need a mix of hiring metrics, retention data, and employee feedback. Look beyond the job offer—focus on the full lifecycle of a younger employee’s experience with your business.
When you track the right KPIs and listen to what your workforce is telling you, you don’t just fill positions—you build a company where the next generation wants to stay and grow.
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