Guide
Quick Start Hiring Guide
Unlock talent. Empower Opportunity Youth.
01
You’ve decided to hire Opportunity Youth! Now what?
In today’s rapidly evolving workplace, innovation, resilience, and inclusion are no longer aspirations – they are strategic imperatives. As leaders in Human Resources and workforce development, you have a unique opportunity to shape the future of work by embracing one of the most powerful, yet often untapped, talent pools in our communities: Opportunity Youth (OY).
Opportunity Youth are young people aged 18 to 29 who are not currently engaged in employment, education, or training and have some barrier to employment. Their journeys are diverse. Some have aged out of care or dropped out of school, some have faced systemic barriers, may be newcomers, Indigenous, or experiencing disability and many are eager to work, contribute, and grow when given the right opportunity. This guide will help you make that opportunity real – for your organization, and for them.
02
Why hire Opportunity Youth?
Hiring OY isn’t just good for the soul. It’s good for business. Organizations that invest in OY hiring strategies often report stronger team dynamics, increased loyalty, and access to a resilient and adaptable workforce. These young people bring fresh perspectives, tech-savviness, cultural insight, and lived experience that reflect the communities we serve.
It’s also a win-win-win:
You fill critical talent gaps, OY gain meaningful employment and future prospects, and our economy and communities benefit from decreased social costs and increased productivity.
Leaders like you understand that inclusion must be actionable. This guide shares practical, effective steps to attract, hire, and support OY with confidence.
03
Understand the barriers, challenge the myths
Hiring OY requires more than a job posting – it demands an open mind. Many employers hesitate due to concerns about reliability, training burden, or fit. But research and experience tell a different story.
Yes, OY may lack some traditional credentials. But they often bring unrecognized strengths: problem-solving honed through life challenges, communication skills built through informal leadership roles, and motivation grounded in a deep desire to succeed. With thoughtful onboarding and support, OY employees often outperform expectations.
This is where your leadership matters. Challenge myths within your teams. Ask: What assumptions are we making? What barriers, hidden or otherwise, might we remove?
Barriers faced by OY can include:
- Incomplete high school education
- No work experience
- Unstable housing
- Transportation challenges
- Childcare needs
- Limited soft skills training
Ways to mitigate:
- Promote entry-level roles that don’t require high school completion
- Consider paid or subsidized work experiences in collaboration with non-profit agencies. You test out a potential youth employee and they gain valuable work experience
- Learn more about, and refer to, non-profit agencies that provide social services and/or wrap around supports for OY
- Provide company transportation to work site, promote carpooling, or offer subsidized transit passes
- Offer flexibility on scheduling/work hours
- Provide onsite childcare or offer flexible childcare credit within benefits
- Attract OY from youth-serving agencies who are providing soft-skills training and pre-employment coaching
- Provide or refer to mental health supports
Learn more about common OY Myths
Design for inclusion from the start
Your diverse workplace can welcome OY and set them up for success. Start by building on what you know about common barriers and the practical ways to remove them. As you shape roles and supports, use approaches that make inclusion routine so OY can join, contribute, and stay.
Inclusion begins at the job posting.
- Write in plain language.
- Consider the potential bias of your applicant tracking system and the added complexity of AI screening: Focus on tasks, not qualifications or requiring prior work experience.
- Invite applicants to tell their story in formats other than a résumé – a paragraph, a short form, or even a voice note.
- Describe how the role might appeal: do you like to work with others or alone?
- Explain what support is available and what training will be provided.
- Say how your organization invests in new talent.
- Describe your organization’s diverse workforce and inviting culture.
Think about accessibility.
- Can young people get to your workplace?
- Is scheduling flexible?
- Will they feel seen and valued from Day One?
- Consider group interviews through non-profit agencies or working interviews on-site to reduce pressure and better understand fit.
Plan for the role and training with a supportive supervisor.
- Provide an initial week-by-week workplan shared with OY and supervisor.
- Detail tasks to be mastered and timelines to be met .
- Indicate training milestones.
- Describe how to safely ask questions, seek help and raise concerns.
- Build in regular check-ins to review progress and celebrate successes.
- Introduce the new hire to other young employees.
And don’t go at it alone.
Partner with non-profit agencies who can pre-screen, help OY build pre-employment skills and continue to support OY employees (and you) through the early stages of work.
05
Recruit where youth already are
Traditional job boards often don’t reach OY. Go where they go: youth centres, libraries, community hubs, and social media. Build relationships with local non-profit organizations and programs. Let them know you are an OY-friendly employer. These organizations are ready to work with you to bring young talent forward. They frequently support both the employer and OY once hired.
Engage current young employees to help design or promote your recruitment approach. Make it clear that you don’t just welcome youth – you champion them.
- OY may lack polish – not promise
- Lived experience builds adaptability, problem-solving, empathy
- With mentorship and structure, OY exceed expectations
Sample job posting
This example shows the difference between a simplified job posting to better appeal to Opportunity Youth versus a traditional posting for the same role.
Click on the green highlights to see some key differences in the job postings.
Adapted job posting example
Ready to join our Northeast Calgary warehouse team?
No previous experience required. We’re looking for four keen team members who like to stay active and who enjoy walking and can climb stairs and carry up to 10kg for short distances.
In this role you will read company request slips and follow our well-designed warehouse numbered storage system to find and grab the item requested. Other tasks include helping to receive deliveries and stock shelves and sweeping and tidying the warehouse. On-site training and supervision provided. This job offers flexible shifts and can provide full-time or part-time hours.
We are a diverse workplace that welcomes employees with all kinds of backgrounds. We pride ourselves on great team spirit! Just send us an email or a text saying ‘warehouse role’ and tell us a little about yourself and why you’d like to be considered for this job. Email /Text #.
Traditional job posting example
Warehouse Associate –
Full-Time/Part-Time
Location: Northeast Calgary
Compensation: Competitive hourly wage
Schedule: Variable shifts, including potential evenings/weekends
We are currently hiring four Warehouse Associates to support our growing inventory and logistics team. This is a physically active role requiring attention to detail, accuracy, and the ability to work independently in a fast-paced environment.
Key Responsibilities:
- Accurately pick and retrieve items from warehouse storage based on inventory request slips
- Follow standardized storage and retrieval systems and processes
- Assist with unloading deliveries and stocking shelves
- Perform routine cleaning duties including sweeping and general warehouse tidying
- Comply with all workplace safety and operational protocols
Requirements:
- High school diploma or equivalent preferred
- Previous warehouse, inventory, or general labour experience considered an asset
- Must be physically able to lift and carry up to 10kg/20lbs
- Must be comfortable walking and climbing stairs throughout the shift
- Ability to read and follow written instructions in English
- Punctuality and reliability are essential
- Personal protective equipment (PPE) may be required
Additional Assets:
- Forklift certification or experience (an asset but not required)
- Basic understanding of warehouse management systems (WMS)
- Strong communication and team collaboration skills
How to Apply:
Please submit your résumé and a brief cover letter outlining your experience and interest in this position to [Email]. Only selected candidates will be contacted for an interview.
We are an equal opportunity employer committed to creating an inclusive environment for all employees.
07
Support and develop with intention
Hiring is only the first step. Supporting retention is where the magic happens.
Mentorship & support tips
- Assign a mentor, ideally someone the youth does not report to
- Offer clear, patient coaching and mentoring
- Set transparent expectations and celebrate small wins
- Recognize that some youth may be managing complex personal circumstances. Flexibility, trust, and regular check-ins go a long way
Structure roles to build momentum
- Consider rotational positions
- Create defined and evolving learning plans
- Indicate clear pathways to advancement
- Encourage and reimburse ongoing education
- Empower and equip OY to envision a future within your organization
Mentoring and coaching are distinct and valuable approaches to supporting youth, for the employee and for you the employer.
08
Evaluate, learn, and grow
Every new hire is a learning opportunity – for them, and for you.
- Check in regularly.
- Gather feedback from OY hires, supervisors, and peers.
- Adapt your approach as needed.
Celebrate success stories. Share them widely. Let your board, your customers, and your staff know: this is how we lead.
Contents
Explore other tools
Let’s build an inclusive future together
Your leadership can change the trajectory of a young person’s life – and your workplace in the process. Let’s lead with purpose, hire with courage, and grow a future that works for everyone.
Myth-Busting FAQ
Shifting perspectives on Opportunity Youth
Wage Subsidy Simplifier
The incentives that make hiring easier
Optimal Onboarding & Mentoring Guide
Drive workplace success from the start