Hiring
Millennials is easier said than done. A lot of businesses think they can wave
some ping pong and pizza in their face and call it a day. While their view of
the corporate world is, for the most part, vastly different than Baby Boomers
and Generation X — they’re not the prima donna Internet-obsessed group everyone
makes them out to be.
With
Millennials set to make up 50% of the workforce
by 2020, knowing how to run a successful recruitment process with them is
critical. Recruiters have to understand how to market a position to Millennials
and give them incentives to stay engaged. It’s not always as simple as giving
them a high salary either. While everyone loves a good paycheque, most
Millennials are seeking more than money alone.
If
you want to recruit a talented Millennial for your business, you can’t use the
same old strategy. Recruiters need to understand how Millennials function on a
deeper level to make a job enticing for them. With that in mind, we’re going to
run down some of the major dos and don'ts of successful Millennial hiring.
DO: Offer Flexibility
Millennials
work differently to past generations. They’re not always as engaged when boxed
into a standard 9-to-5 work structure.
A lot of people think this comes off as lazy or entitled, but they can be just
as productive working from home as they are in the office.
Presenteeism
is not a must for Millennials. They can still be engaged employees as part of a
remote or flexible workforce. Recruiters should offer the ability to work from
home or give extra vacation time when needed. They need to trust that
Millennials are productive in these different work styles and that it'll yield
better performance results.
DON’T: Throw Money at Them
As
we mentioned earlier, Millennials often seek out jobs they love. While it’d be
wrong to say that pay isn’t a factor — it’s not everything.
Millennials
want to join workplaces they love. If recruiters are only highlighting how much
money they stand to make, it’s a missed opportunity. Focusing on the company
culture and room to grow are better value propositions for them. Generally
speaking, if a Millennial has the choice between a fantastic workplace that
pays a little less and a horrible workplace that pays a lot, they’ll go with
the former.
DO: Allow Them to Grow
There’s
a misconception out there that Millennials aren’t loyal to companies. Funny
enough, 80% of them believe they’ll
stay with four or fewer companies their entire career. That means they’re not
unloyal, they’re just saving their loyalty for the right place.
If
you take the time to groom Millennials and show them there are opportunities
for them to climb up the company ladder, they'll engage more. Millennials want
to know there's a future for them at your company. If you overwork and underpay
them with no opportunity to move up, of course, they'll leave.
DON’T: Create a Rigid Recruitment Process
The
reality is that Millennials know they have options. Unlike past generations,
Millennials have the Internet which gives them all the resources they need to
find the right job for them. Recruiters won't win Millennial candidates over
with an old school interview system and dated questions.
Take
the time to know Millennial candidates above and beyond their education and
skills. Take an interest in what they’re passionate about and how they can use
that passion in the job they’ve applied for. Show off the office and introduce
them to people. Allow them to visualize themselves in your workplace, and
they’ll be much more receptive to this type of recruitment process.
Whether you’re looking for Millennials or
any other generation’s finest employees, book a demo today to find out how we can help refine your screening
process for the very best candidates around.
About the Author
Andrew McLeod is a millennial and C3O of Certn, a leading global data company specializing in lightning fast background checks. In addition to running one of the fastest growing tech start-ups in Canada, he advises leaders on how to thrive in the current era of disruptive technological change and how to go from idea to $1M in ARR while “living the dream”. Andrew previously disrupted the rent payment space with RentMoola, pioneered Canadian online classifieds (2007 Exit) and was a Forbes 30 Under 30 Nominee. He holds a BBA and a Masters of International Business and Law.