The millennial generation is entering the workforce at full speed, and employers must prepare for the recruitment challenges associated with bringing in and retaining younger workers. Employers already recognize that millennials are a different breed of worker, and knowing what it takes to keep them engaged is often a struggle. However, by being aware of what draws Generation Y candidates to join companies could lessen the stress of millennial worker hiring and management.
Here are seven ways to better recruit millennial staff:
1. Position Inspirational Leaders at the Forefront
It's a misconception that millennials are naturally rebellious. In fact, they often look for companies with strong leadership. In a recent Deloitte study, millennials were more likely to characterize "true leaders" as those who possess strategic thinking and the ability to inspire people. Make sure leaders are accessible to build morale among millennials.
2. Encourage Innovation
Since millennials grew up with emerging technology, they are accustomed to being around innovation. A PwC survey revealed 59 percent of millennials believe having the latest technology at a job is critical when looking for an employer. These workers are more likely to think that using technology will increase their productivity on the job.
3. Advertise Openings On Social Media
It's no secret millennials frequent social media. To get a leg up on the competition, many Gen Yers are turning to their social networks to land their next job. The Jobvite Job Seeker Nation Study for 2014 found 21 percent of job seekers discovered their favorite or best job through their online social networks. In addition to posting job opportunities on social media, employers should keep up a strong presence on these platforms. The Jobvite survey showed four-year college grads often check up on prospective employers through their LinkedIn (23 percent), Facebook and Google+ (both 19 percent) and Instagram accounts (16 percent).
4. Have a Meaningful Mission Statement
Millennials are also likely to choose employers based on their personal beliefs and the companies' values, Deloitte noted. Gen Yers tend to differ from other generations as they may accept a job offer at a company based on whether their beliefs match up with the company's. When posting job ads, clearly state the business's mission statement in the job listing.
5. Highlight Advancement Opportunities
Since millennials are often ambitious, they will want to immediately know how they can move up in the company. According to PayScale, 72 percent of Gen Y said they believe opportunities for career advancement are important.
Make sure to outline in interviews and during performance meetings where millennials need to professionally advance and what it will take to make this happen. A survey by recruitment solutions firm Futurestep stated 20 percent of millennials indicated a clear path for advancement mattered most to them. For their millennial recruitment and onboarding, companies should open up discussions about development opportunities, suggested Trish Healy, vice president of recruitment process outsourcing operations in North America at Futurestep.
6. Mention Work-Life Balance
With millennials often making up two-income households, many crave a steady work-life balance to make time for their families. Flexible working arrangements, such as work-from-home policies, can not only help improve employees' work-life balance and increase productivity, but also reduce employee turnover. An EY survey found one of the main reasons why Gen Y employees leave the company is lack of a flexible schedule.
7. Offer Competitive Compensation
As millennials often have a high level of student debt, compensation is also a critical factor in choosing and staying with a job. The Futurestep study showed 18 percent of millennials likely select a job over another because of title and pay. Research the job market value of certain positions to ensure salaries are competitive.