Amid a growing need to get more young people interested in a career in social housing, UK CIH Futures board member, Lizzie Skillen, explains seven ways the sector can attract and retain budding talent—advice we should be taking onboard in Australia and New Zealand.
In a world where comparison is unfortunately the thief of joy for many young people, the social housing sector must put its best foot forward to compete with the worlds of marketing, start-ups and investment banking.
We know what a career in housing can offer, but how can we get the message across to others?
Following on from my talk on the topic at CIH London and South East regional group’s CHOOSE HOUSING event earlier this year, here are seven ways to attract young people to the sector.
Promote the social good of our sector
I started studying our society and its institutions at the age of 16. I continued to study a related field at university and built strong theoretical knowledge of social housing, its history and an understanding of the experiences of those supported by the sector.
I actively engaged in my careers and employability service, looking to find a career with positive social good. And yet, housing was never presented to me as a possible career pathway.
We need to do more to take control of the social housing narrative, illustrating it as an institution to be proud of. Doing so will enable us to attract students and prospective professionals from all disciplines looking for a career that gives back.
Celebrate the professionalism agenda
The jump from education to the working world is big, and naturally, many young people search for careers with obvious qualifications to obtain and subsequent opportunities for progression. Throughout education, this is the only way we are taught to measure our success.
As soon as the professionalisation agenda was put forward, I was excited about the prospect of completing a qualification, which could be funded by my organisation and help prove my knowledge and experience. So, use the professionalisation requirements to demonstrate a clear career pathway and opportunities to continue learning while earning, alongside qualifications and a professional membership to be proud of.
Enable senior leaders to champion flexibility and fun
There was nothing quite as challenging as starting in a new sector during the pandemic, and as conflicting as receiving a tour of an empty office on my first day. Beyond virtual meetings with my team, I had no way of informally meeting other colleagues and hearing about their work.
Luckily, the social butterfly of the organisation had that in hand and held regular online activities. Senior members of staff, including the Director of Finance, attended, which made it a great opportunity for everyone to make connections.
It soon became clear to me that housing was a career where you won’t be pigeon-holed, that a breadth of experience was valued, and that progression was always possible.
When more young people are prioritising their balance and wellbeing, a hybrid model of working seems right. There are real opportunities for building culture in both the workplace and virtual spheres, and for fun activities endorsed by senior leaders.
Don’t always rely on the young people to bring the party!
Invite aspiring professionals to the top table
Many of those new to the world of work fear being ‘pigeon-holed’ before they have decided what career path they want to take and expertise they want to gain. This may dissuade them from applying for roles where the job title isn’t exactly what they were hoping for.
In reality, once you get your foot in the door, you realise how easy it is to get involved with things outside of your job description and demonstrate transferrable skills. I was lucky those around me encouraged and assured me to take on temporary and typically admin-heavy roles where I not only got an insight into the inner workings of the executive team and governing body but was welcomed at the decision-making table.
My curiosity got the better of me and, by the end, I was doing way more than writing minutes, just as they had predicted.
Promote the value of professional networking sites
Once you are locked into a sector, it only takes so long until you come across the leading voices on professional networking sites, such as LinkedIn.
I will happily admit, I became a serial stalker, analysing the different journeys people took to get to where they are. It soon became clear to me that housing was a career where you won’t be pigeon-holed, that a breadth of experience was valued, and that progression, although not likely linear, was always possible.
Trust them with big impact work
When you have been part of educational institutions that dangle the prospect of a job once exams are finished, that post-graduation period can be extremely tough. There are only a limited number of graduate scheme entry points, especially in our sector, and a significant number of entry-level roles with ‘experience required’; a painful contradiction I see many young people disheartened by.
The solution is to open roles that, on face value, require experience and expertise but could also be delivered by a curious and passionate young person, eager to learn and develop. Trust them with big impact or higher risk work, put in place a clear development framework to support them as they grow into their dream role and build expertise. This is what will make them stay.
Celebrate them
Imposter syndrome is real and not a problem unique to young professionals. In the first few years of your career, it is natural to cling onto every action completed, project delivered and piece of positive feedback to feel legitimate in your role.
By taking the time to celebrate young professionals, we can boost their confidence to push through when the going gets tough and provide a platform to encourage more to CHOOSE HOUSING.
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