Hiring Millennials in Today’s Workplace
Every generation has a different attitude about work. Knowing how to attract and retain employees from different generations is imperative to any organization’s success. Millennials are the most recent generation to enter the workplace. By definition, a “millennial” is anyone born between 1980 and 1999. A lot has been written about millennials’ work ethic and drive to succeed. They have been said to be lazy, not driven, and very hard to manage. The truth is that recruiters and companies just need to understand them better. Technology has been present in most of a millennial’s life and their attitudes are different than someone from a Baby Boomer or Gen X generation.
Think about it for a minute. Millennials understand social media. Why wouldn’t you start there? They use Twitter, Facebook, LinkedIn, Google Plus, Instagram, and others. If you are trying to attract millennials, why wouldn’t your company have anything but a stellar presence on social media? This is easier said than done. This is a true investment for your organization.
Having a strong employment brand is so crucial. Recruiting is much more complex than it has ever been. It truly is an art. It’s no longer as simple as posting a job on Monster.com and hoping to get a hire. Millennials hang out on the Internet. They view. They read. They share. If your company is serious about hiring millennials then you need to marry recruiting and marketing. Companies that align their marketing and recruiting strategies report better overall brand awareness and as an added bonus, they see more sales and higher customer satisfaction. Really think about crafting a clear and succinct recruitment brand message for social media. The point of having a strong employer brand is to show your potential candidates, millennials or otherwise, exactly what it would be like to work at your company.
Once you have your messaging down, your recruiters need to make sure they are VISIBLE just like the company is visible. They need to be ACTIVE where millennials hang out. They need to be on Facebook, Twitter, LinkedIn and other social media outlets. The more active recruiters are, the more the recruiters are going to be heard, the more your company will be recognized and the more you will be trusted. Recruiters need to engage candidates on social media by offering something cool and different. Millennials will need to know “why” they should join your team and see how they can make an impact at an organization.
Word of mouth and relationships are key with millennials. You need to know that how you treat one millennial will spread fast. People like working with companies that have a good reputation. If you are a recruiter, it is important to follow up with your candidates. Word spreads quickly and especially on social media if a candidate is mistreated. If you hire one millennial, there is a good chance you will hire their friend. There are two sides to this equation.
Once you hire a millennial, it is important to work hard to retain them. If they don’t feel valued they will make a move. Most millennials will not stay with the same organization for their career. They are always looking to improve. With all of the new emerging technologies, millennials don’t want their skills going stale by staying with one company their entire career. They want to feel challenged. If they see the company is progressive and innovative, there is a strong chance that that employee will stay longer than a company that likes to maintain status quo. Make sure your company has some room for growth and, more importantly, communicates a clear vision of the future for millennials.
In conclusion, millennials add a tremendous amount of value to our workforce. Recruiting millennials is different which makes recruiting more complex than ever before. As a society, we must embrace recruiting millennials as they are our future.
What observations have you made about hiring millennials? Let me know in the comments!
This post was written by Will Thomson