What Young Adults Are Telling Us
and how employers can respond
July 2, 2025
by Christian Reed
Talent Pipeline Manger, Business Solutions
Pierce County’s newest job-seeking cohort is motivated, tech-savvy and brimming with fresh perspectives, yet many leave the application process feeling discouraged. Their core frustration is simple: they do everything we tell them—craft résumés, submit online forms, show up at hiring fairs—only to be met with silence or a months-long wait. Below is a synthesis of the most common barriers voiced at our recent Collaboration for a Cause – Youth Edition event, followed by practical steps local businesses can take to remove those hurdles and secure tomorrow’s talent today.
1. Age Restrictions and Minor Work Permits
The Challenge
Sixteen- and seventeen-year-olds repeatedly encounter blanket “18+ only” filters, even for entry-level roles that legally allow younger workers.
Employer Guidance
Audit age requirements. Verify whether the restriction is statutory or simply habit. If a role is legally open to minors, say so upfront and include the phrase “16+ encouraged to apply.”
Streamline minor work permits. Have the form ready, know the approval timeline and communicate that clarity in postings: “We’ll guide you through the permit process—average turnaround three days.”
2. “Experience Required” Catch-22
The Challenge
First-time applicants struggle to clear automated screens that look for prior job titles they can’t yet have.
Employer Guidance
Focus on capabilities, not tenure. Replace “1–2 years of experience” with skill-based criteria such as customer service aptitude, reliability or willingness to learn.
Add structured onboarding. A short, competency-based training plan paired with WorkForce Central’s 90-day wage reimbursement program effectively offsets any ramp-up costs.
3. Lengthy and Redundant Application Processes
The Challenge
Applicants upload a résumé, then re-enter the same data field by field and wait weeks for a response—an eternity in Gen Z time.
Employer Guidance
Cut duplicate steps. If you collect a résumé, skip the manual data entry screens.
Set and share response SLAs. Commit to acknowledging every application within five business days and publish that promise on your careers page.
Use hiring events for first-round screening. Face-to-face conversations compress weeks of digital back-and-forth into minutes.
4. Interview Anxiety and Skills Translation
The Challenge
Youth often undersell informal experience—sports leadership, family caregiving, social-media projects—because they don’t see it as “work.”
Employer Guidance
Ask scenario-based questions. “What’s a time you solved a problem for your team?” invites them to draw from school, sports or volunteer settings.
Offer pre-interview resources. Direct candidates to WorkSource workshops that practice elevator pitches and STAR-format answers; we can deliver these onsite or virtually for your applicant pool.
5. Transportation and Schedule Flexibility
The Challenge
Public transit gaps and school commitments limit when and where young adults can work.
Employer Guidance
Map transit routes. If your site is bus-accessible, highlight the route number in your posting; if not, consider subsidising ORCA cards or ride-share credits.
Post flexible shifts clearly. List after-school or weekend options to attract students balancing academics, sports or caregiving.
6. Post-Pandemic Confidence Gap
The Challenge
Graduates who entered adulthood amid lockdowns often lack mentorship and professional networks.
Employer Guidance
Pair each new hire with a “peer coach.” A near-age colleague who checks in weekly can boost retention and performance.
Celebrate small wins publicly. Shout-outs, digital badges, and micro-promotions keep momentum high during the first 90 days.
Ready to Act but Not Sure Where to Start?
WorkForce Central’s Business Solutions team exists to make hiring simpler—not just for you, but for the region’s emerging workforce. Connect with one of our representatives if you need:
- step-by-step assistance securing or renewing your minor work permit,
- a quick review to modernize job descriptions for youth appeal, or
- a thought partner to design a resilient talent pipeline that reaches the next generation before your competitors do.
Email [email protected], call 253-254-7000, or visit workforcecentral.org/business to schedule a no-cost consultation.
Together we can turn untapped potential into Pierce County’s competitive edge.
