Millennials are the largest generation in the workforce in 2015 according to the Bureau of Labor Statistics, and they are predicted to make up 44 percent of the workforce by 2030. An IBM study of millennials worldwide, “Myths, Exaggerations and Uncomfortable Truths,” revealed that millennials aren’t as different from Gen Xers and Baby Boomers as commonly thought. IBM found that millennials are not deserving of the common perceptions that have developed of them as lazy, selfish, or entitled in the workplace. They want careers with financial security in a diverse workplace, they want ethical and collaborative bosses, and they support business leaders.
With millennials coming onto the work scene in big numbers, employers and business leaders will benefit from understanding this newest generation’s strengths, abilities, and interests, and recruiters need to know how to attract and hire them. They are creative, tech savvy, and entrepreneurial as the Kaufman Study found. Growing up with technology and social media, they know about opportunities for entrepreneurs so your openings need to be at least as attractive as the possibility of starting their own businesses and working for themselves. While they are interested in compensation, meaningful work and opportunities for career advancement are even more important to them. Read on for a few tips on successfully recruiting and hiring millennials.
Sell Them on Company Culture
Your recruitment process needs to highlight company culture to attract millennials. Describe the work environment, opportunities for development and teamwork, and what’s unique about working at your company when talking to younger candidates. There should be plenty of ways for them to learn about your company culture before they apply. Do you have an employee-run blog that interested candidates can read to find out about your employees? Do you have virtual tours on your career page with your job openings? Do you tell people about your company perks before the interview? The more ways there are to showcase your work environment, career development opportunities, and company culture, the easier it will be to hire millennials.
Communicate, Communicate, Communicate
Millennials want feedback, and lots of it. Staying in touch in the recruiting process is important to keeping top millennial candidates interested in the position. Don’t leave them hanging without telling them next steps in the process. If you are not going to hire them, let them know that, and if they are on your short list, let them know that too. And don’t limit your communications only to phone calls. Millennials want to get your texts, emails, and instant messages. If you don’t pay attention to candidate experience and engage them during the recruiting process, you risk losing their interest and trust.
Find Them in Social Media
Millennials are active in social media, and like to interact in social platforms like Facebook, Twitter, YouTube, and Instagram. Find them in social media and engage them there with tactics such as using brand ambassadors like top interns and performers to share their experiences with your company in tweets, posts, and blogs. Announce your job openings in social media as soon as they hit your career page. Social recruiting must be part of your recruiting strategy when you need to reach millennial candidates.
Jobcast CEO and co-founder Ryan St. Germaine says the millennial candidates entering the workplace in droves come with different expectations than their predecessors, the Gen Xers and Baby Boomers. They are looking for jobs on social networks and they’re doing it with their smart phones, tablets, and other mobile devices. If your company website and career pages aren’t optimized for mobile and if you’re not using new apps for mobile recruiting, you’re sabotaging your employer brand, your candidate experience, and your recruiting strategy, and it will cost you millennial candidates.
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.