We’re on the cusp of a new generation of workers. Young people entering the workforce today are, by and large, digital natives. They’ve spent their formative years navigating COVID, and this new world of remote work is the only one they’ve ever known. Like every new generation, they’ll have different values, different expectations and different approaches to their careers. So how do you appeal to the next generation of workers?

In a tight labor market, this talent pool presents a huge opportunity for companies. But with young workers in high demand, you’ve got to stand out. Understanding what students and graduates want from their employers can give you a big leg up. So, what do young workers value? How can employers attract them? And what do they need to succeed in your workplace?

To answer these questions, we turned to Linda Johnson, director of employee relations for the Career Center at Culverhouse at the University of Alabama. Linda has been helping college students and companies connect for 15 years. She sees both perspectives. Together, we explore why young workers are a valuable resource, the most effective recruiting methods, and what you can do to help these employees succeed once they’re inside your company.

So join us as we search for the fountain of youth in a podcast for the ages!

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Meet the Host

Patrick Pacheco, Executive Vice President, President of Cadence Asset Management & Trust, has more than 25 years’ experience in wealth management, in addition to the designing and implementation of tax and related planning strategies.

Pacheco’s background includes years of legal practice and multiple degrees, including an LLM* Taxation from University of Houston, a JD from Southern Methodist University, and both an MBA and BS in Economics from University of Texas at Arlington.

He is also board certified in Estate Planning and Probate law by the Texas Board of Legal Specialization.

Meet the Speaker

Linda Johnson is the Director of Employer Relations and Development at The University of Alabama’s Culverhouse College of Business. Linda works with recruiters to develop a customized recruiting strategy for companies interested in hiring UA business students into full time or internship positions.

A UA graduate, Johnson spent 25 years with Saks Incorporated’s Parisian division. She served in various management positions including head of human resources for the Parisian stores, as well as training director. Her experience included supervising talent acquisition and employee relations in 43 stores. She developed new onboard training practices and created new customer service training recognized by industry leaders as a model for teaching the selling skills needed to drive success in a service environment.

Johnson’s experience in recruiting and succession planning provides her with special insights into the expectations, needs and challenges of today’s college recruiters and hiring managers.

This podcast is provided as a free service to you and is for general informational purposes only. Cadence Bank and its affiliates make no representations or warranties as to the accuracy, completeness, or timeliness of the content in the podcast. The podcast is not intended to provide legal, accounting or tax advice and should not be relied upon for such purposes.

To the extent that this podcast includes predictions about the economy, these predictions are subject to a number of variables and you should confer with your legal, accounting and tax advisors for their input regarding the possible outcomes of any economic subject matter discussed herein. Predictions are forward-looking statements that reflect current views with respect to, among other things, future events. Forward-looking statements are not historical facts, and are based on current expectations, estimates and projections, many of which, by their nature, are inherently uncertain and beyond the control of any person or entity. Accordingly, please be aware that any such forward-looking statements are not guarantees and are subject to risks, assumptions and uncertainties that are difficult to predict.

The views and opinions expressed by the host and guests in this podcast are solely their own current opinions regarding the subject matter discussed in the podcast and are based on their own perspectives. Such views, perspectives and opinions do not reflect those of Cadence Bank or any of its affiliates, or the companies with which any guest is, or may be, affiliated. The production and presentation of this podcast by Cadence Bank does not imply the expression of any opinion on the part of Cadence Bank or any of its affiliates.