by Juliayn Scales on September 20, 2018
3 min read
Tailoring your hiring for Gen Y – already checked that box? Here’s why it’s time to revisit your strategies for hiring millennials and reboot.
Tailoring your hiring for Gen Y – already checked that box? Here’s why it’s time to revisit your strategies for hiring millennials and reboot:
Hiring technologies have changed too. For example, interviewing solutions have moved forward-thinking companies down the road to modernization in hiring millennials more than a decade ago. Today’s leading platforms have transformed hiring significantly by integrating automated scheduling, on-demand interviews, assessments and AI applications.
So, technologies are new, and candidates’ perspectives are new, too. You can respond with some fresh strategies of your own:
30- and 20-something candidates like and expect more self-service options in their online interactions, including hiring. The self-service trend which began with retailers has gone viral because self-service allows consumers to do things at their own pace, with more control. For job candidates, having more control is a welcome change from traditional recruiting processes which typically required changing work schedules for interviews, and often left them in the dark. Look to automated scheduling and on-demand video and voice functionality to put more of the hiring experience in your candidates’ hands.
Here’s proof that candidates prefer it: A large Montage healthcare client recently tested candidates’ preferences. One division invited candidates to self-schedule an interview via text, while in a second division, recruiters attempted to make phone contact before sending the text invite. Response rates for the second division were about 10% lower, indicating candidates’ preferences for quick, simple interview self-scheduling.
With the high penetration of smartphones in the U.S, mobile-enabled hiring makes sense. For Millennials though, mobile is about more than just convenience. Millennials have always valued workplace flexibility, and for those ages 30 to 35, it’s even more important than career advancement. Mobile technology is a key driver in Millennials’ ability to blend work and life across all things, including their job search. They’re looking for organizations that understand why mobile is so important in their lives.
A new report on hiring Millennials indicates that relationships in the workplace matter to this generation. And as experienced TA teams know, a strong employee relationship starts with strong candidate engagement. Enterprise organizations are using video interviewing platforms to amplify engagement in a few ways:
More than half (53%) of Millennials say career pathing has the most impact on their decision to stay with a company, perhaps because it gives them more control over their work and future within the organization. If your company does a good job with career pathing, why not make that known during the hiring process? The same is true for learning and development opportunities, another item on the Millennial wish-list. To act on these priorities in tandem, TA teams could talk about the open job as a starting or entry point with their organization.
The Millennial generation is more collaborative than others. In fact, 88% prefer a collaborative work environment over one that’s competitive. If your culture leans toward collaboration, walk the talk and hire Millennials with a collaborative process. Video interviewing software enables collaborative interviews, and facilitates collaboration between recruiters and hiring managers at every stage in hiring.
Millennials at all ages have more opportunity and choice than ever, whether they’re experienced professionals looking for a new challenge, or entry-level candidates intent on finding their dream job right out of school. Use some of these strategies to hire Millennials who can make a positive impact within your organization.