12 October 2019 by Spencer Symmons
It’s no secret that Millennials make up a majority of our workforce – in fact, there’s 1.8 billion of them, all now of working age. However, that does mean that everyone’s putting their two cents in about the most effective ways to recruit them, and while there are thousands of articles sharing advice on how to attract the best Millennial talent, it’s hard to know what’s actually going to make an impact.
So, how can you make sense of all this conflicting advice? By scoring it on a scale of one to five, of course.
We’ve heard it so many times it’s almost a cliché – Millennials prefer their employers to value their wellbeing, rather than offer them a complex retirement plan or impressive annual salary. Except it’s not quite as simple as giving them whatever they want.
Millennials are also keen to see that the employer’s values align with their own, and they’ll soon notice if you’ve haphazardly thrown together a list of benefits just to pad out your job descriptions. Eager to talk about your company’s sustainability policy? Millennials will be the first to question why you don’t have a cycle-to-work scheme to complement it. Shouting about your flexible working policy? Rightly so, but they’ll be the first to push the boundaries with their working hours, so be prepared.
The term ‘digital native’ refers to anyone who’s grown up immersed in a tech-driven world – but why are we making a sweeping generalisation that billions of people are comfortable with using technology in the workplace?
While some people may be experienced with using tech in their personal lives, that doesn’t necessarily translate into the way in which it must be used at work. Besides, isn’t this view showing prejudice towards those haven’t been able to afford to invest in the latest tech?
It’s true, most Millennials do use social media regularly – but that doesn’t necessarily mean they’re using it to look for a job. Even though 92 per cent of recruiters are using social media as a hiring tool, don’t assume that this is only to connect with those actively searching for a new role.
In fact, this strategy tends to be most effective with passive candidates. Social media platforms are an invaluable tool to build your employer brand and showcase your corporate culture, as well as prove your commitment to following through on incentives and perks. Be sure to take advantage of this free marketing platform, but remember that it’s crucial that you understand your target audience before placing any paid ads.
Millennials have been dubbed the ‘job-hopping generation’, but actually, if you clearly define a career path for your employees, they’re far more likely to stay put. As we’ve already said, they’re a generation that want to feel valued and appreciated in the workplace; loyalty and trust works both ways, and even if they don’t regard it as highly as other generations, it’s still crucial in retaining them.
Opportunities for growth and development is also high on a Millennials’ wishlist, but again, what’s more important is following through any promises made at the recruitment stage. If you can nail this, you’re well on your way to securing and holding on to your most prized Millennial employees.
27 September 2019 by Spencer Symmons
11 July 2019 by Spencer Symmons
This website uses 'cookies' to give you the best, most relevant experience. Using this website means you're happy with this. You can find out more about the cookies used by clicking this link.