Recruiting Millenials

Recruiting Millenials

‘Millennials’ are generally held to be, not people born in this millennium, but people whose view of the world has been shaped by technological and other developments that have occurred since the year 2000. Authors Neil Howe and William Strauss, who are widely credited with coming up with the term, define millennials as those born between 1982 and 2004.

All millennials will of course not be the same. But when recruiting millennials, recruiters should note that the typical member of the younger generation may want different things from their employer when compared to previous generations. If their employer fails to deliver what they seek, then they may be much more likely than older workers to resign and try their luck elsewhere. Their wishes and aspirations may include:

  • Variety – they may want a mix of different tasks and exposure to a number of business areas
  • A wish to express their creativity – some millennials could be very creative in nature, so challenge them to suggest changes and improvements to processes
  • A wish to work overseas – obviously not every employer is in a position to offer this
  • Receipt of feedback on performance – give them regular constructive feedback on how they are performing
  • Flexible working – consider what you can offer them in terms of working from home, or working flexible hours in the office
  • Targets – give them clearly defined targets to meet
  • Training – the current generation of younger workers can be very keen to learn, so offer them as much training and as many development opportunities as they need
  • Promotion – ambitious younger workers will be looking to take on additional tasks and responsibilities as soon as possible, and may also be seeking rapid promotion within the company. Show them a clear path as to how they might develop and progress to roles involving additional responsibilities, better pay etc.

Some additional issues to consider when recruiting millennials include:

  • Update your company social media profile so that it demonstrates what your company offers and what it is like to work for the company. Instagram is an especially popular site amongst millennials. The 2015 talent trends report by business social networking site LinkedIn showed that 62% of millennials look at company social media when seeking a job
  • Consider not just interviewing selected candidates in a meeting room, but also allowing them to experience the wider office – let them talk to employees and listen to calls

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