A couple of years ago we published a whitepaper on recruiting Millennials, including research indicating that they want the ability to work remotely and tend to be very social and mobile. Since then, more data on Millennials has surfaced, shedding light on how to better recruit members of this generation. This is a crucial topic in recruiting – in five years, Millennials will comprise half of the workforce.
While members of the Millennial workforce have similarities to older generations, there are crucial differences as well. Key experiences such as coming of age during a recession and life-long access to technology have affected this generation’s priorities. Here’s what the latest research says Millennials want, and how you can use that information to improve how you recruit them.
Flexible Work Hours
A survey of Millennials found the top two benefits they want from employers are work-life balance and flexible working hours. If you’re working with a client who offers these benefits, it’s a big selling point to your Millennial candidates. But how do you discuss job openings to Millennials that require set hours and working on-site?
“Definitely keep it real,” says Katrina Collier, social media recruiting expert and trainer. “Failed recruitment is incredibly expensive; so don’t try duping potential recruits. For example, I know a company that interviews candidates in their posh city offices and then hires them and expects them to work in shabby, badly located premises. So they simply leave when a better offer comes along.”
Collier also recommends that recruiters use social networks to connect with Millennials. “Be honest. Go and engage on networks like Facebook, Instagram, Twitter and YouTube and show them all of the other things you do that will tick so many of their boxes, they’ll overlook the hours.”
Collaborative Work Environment
Multiple surveys have shown that Millennials tend to be connected and team-oriented. Job openings that include working in a collaborative environment can be appealing to Millennials. Recruiters should emphasize opportunities for working within a team at companies that have job openings.
Businesses that have mentoring programs in place may also attract Millennial workers. Cross-mentorship, where junior and senior staff members work together to build skills and learn about company culture, is one example of a program recruiters should emphasize to Millennial candidates when applicable. Cross-mentorship is likely to appeal to Millennials because it allows them to learn from higher-ups and to demonstrate their innovation and expertise as well. Recruiters should emphasize team environments and mentorship programs to improve recruiting Millennials.
Demographic data about Millennials include that one-third of them do not plan to buy a car. When working with Millennials, recruiters should emphasize client locations that are close to mass transit stops and biking paths or have ride-share systems in place. Because Millennials tend to be health conscious, recruiters should mention when companies have on-site fitness facilities or their benefits include gym membership supplementation or reimbursement.
Recruiters may want to make notes in their recruiting software about companies whose benefits are known to appeal particularly to Millennials. When emailing, texting or calling candidates, you’ll have those “Millennial-friendly” selling points on hand so you’re sure to mention them and better speak to Millennials’ priorities.
Universal Career Goals
Millennials have some unique professional priorities. At the same time, recruiting Millennials isn’t that different from recruiting workers of any generation, says Collier. To prove her point, Collier took an online survey that assesses “how Millennial” someone is. Although she’s a Gen Xer by age, the survey computed that she is “92 percent” Millennial.
“My suggestion is to stop trying to label or generalize people and instead create job orders that tap into everyone’s interests, passions and career goals,” says Collier. “Be curious. Ask questions. Why do people work there? What is special about the place? What makes people stay? What do you offer that is different from everyone else? Check out Glassdoor if you want to know why people leave, too!”
When it comes to recruiting Millennials, there are a number of interesting studies that help you pinpoint what’s important to them. Knowing job benefits to emphasize to Millennials, such as health benefits, proximity to mass transit stops and flexible work hours can help better recruit younger workers. At the same time, recruiters should maintain their normal best practices, such as knowing what makes a corporation different and unique, to find the “just right” fit for all candidates, including those crucial Millennials.
For more strategies on recruiting millennials, download the whitepaper, How to Recruit the Right Millennials.