↳ Hiring and Retaining Young Talent in Defense and Security
HR expectations are not determined by age but by industry. In defense and security, young professionals are looking for stability, meaningful work, and professional growth. With our latest in-depth study on the ideal HR policy for young talents, we help you build an HR strategy tailored to your industry.
30 minutes • Free of charge • No commitment required
Understanding what specifically motivates young people who are drawn to defense and security
Stability, customer service skills, and the development of rare expertise: young professionals in this sector have unique profiles that we've identified.
Identify what sets your strengths apart in the private sector
Professional development, job stability, a sense of purpose: what strategies truly resonate when it comes to attracting and retaining talent in your industry?
Tailor your HR messaging to meet their expectations
Young professionals want to understand the 'why' behind their tasks, even within a structured hierarchy. We help you modernize your communication without compromising your core values.
Addressing generational renewal challenges
We understand the importance of being appealing against private competitors, evolving expectations around work-life balance, and the need for tangible purpose. That's why we incorporate these realities into our recommendations.
Stability as a Key Factor
Professional development and training: a key driver
The purpose of the mission: tangible and evident
Balancing Expectations and Recognition
This hybrid methodology combines statements, actual resolutions, and stated priorities to deliver actionable insights, not just intuitions.
IPSOS Quantitative Study
In 2023, IPSOS surveyed 1,000 young adults aged 18-30 to map out key HR expectations and lay the groundwork.
In-depth qualitative interviews
27 one-on-one interviews conducted by Insign, each lasting between 30 to 60 minutes, involving young professionals from eight different industry sectors, including defense and security.
Prioritization Survey
A survey designed to rank 6 major HR dimensions and 37 sub-criteria to understand practical decision-making.
01
Defining Your Employee Value Proposition (EVP)
We identify what makes your employer brand unique and translate it into an attractive and authentic promise.
02
Building Your Employer Branding Strategy
From diagnosis to implementation: brand platform, communication territories, activation plan.
03
Crafting Your Recruitment Campaigns
Content, visuals, and messaging tailored to your target audiences (by industry, role, and experience level).
04
Enhancing the Candidate and Employee Experience
Mapping journeys, identifying friction points, and providing improvement recommendations.
5
Guidance for Change Management
Develop your change management program to foster buy-in, engage your team, and empower them to drive progress.
Explore answers to the most common questions about our support services.