There’s a growing segment in the workplace today that recognizes the value the millennial generation brings. For years, many worried that three generations in the workforce would be a challenge. Articles in the space painted negative pictures of young and green workers. In 2018, as Baby Boomers continue to retire, millennials make up an increasing percentage of the workforce. However, despite their abundance in the workplace and increasing recognition of their value, 53% of hiring managers say it’s difficult to recruit this generation. One of the major tips to recruiting millennials: It’s all about understanding who your audience is and how to reach them.
5 Tips for Recruiting Millennials
Millennials grew up in the digital age. They’re smart, savvy, and adaptive. With entrepreneurial spirits, many are chasing down careers that offer them meaning beyond just collecting a paycheck. Millennials want their work to matter. So how do you reach this group? The key to recruiting millennials is enhancing the candidate experience and communicating effectively. Try these tips:
- Personalize your employer brand. Millennials want to know who’s behind the curtain pulling the strings. They want transparency and insight into what your company is like. In the digital age, people are used to going online and finding anything and everything. So why not give a glimpse into your business? This can be as easy as sharing team photos, branding your career page, and offering information that provides a peek into life at your company. Interviewing technology can further enhance your employer brand and make your company look digitally mature, which is attractive to millennials. Interviewing technology offers engaging videos to welcome candidates, the freedom to interview anywhere, and the flexibility that is often at the top of millennials’ lists.
- Live and breathe your brand for a strong talent brand. What is your company’s culture? Do employees connect with your employer brand? If your company is a great place to work, your employees will show it. Reviews and employee comments in social media will paint a picture of an excellent talent brand, but a company whose culture is suffering is at risk of losing out on more than just millennial talent. Many millennials do their research and connect with employees at the companies they want to work for. If your company’s employees aren’t having a good experience, millennials will see it. Invest the time in making sure your employer brand matches up with your talent brand.
- Get social! Millennials are constant consumers of information. They consume, create, and aggregate information socially on a daily basis. They crave authenticity and engagement, and don’t appreciate being talked at. Recruiting millennials via social media postings offers your team a unique opportunity to engage right away in a meaningful manner with these candidates.
- Paint a vision of potential career paths. Gone are the days when employees took a job and stayed at the same company for decades before retirement. Millennials are often seen as job hoppers because they create career paths by continually moving to organizations that offer more responsibilities, more pay and more meaning. Recruiting millennials should include the vision for how they could advance. Make it easy for them by showing the many potential paths to more pay and more responsibility in your organization.
- Offer training and mentoring opportunities. Training and development are important to millennials. They want to learn and to be guided in their career. And, despite the stereotype, not all millennials are experts with technology, so be sure to make training on new technologies available too. It’s up to your team to educate hiring managers on these desires. That way you can connect the ideas with the solutions to not only attract but retain millennials.
Updated content. Blog originally published by GreenJobInterview on September 5, 2015.