Top Considerations When Recruiting and Hiring Millennials

With the economy on fire under the leadership of President Donald Trump, some employers are finding it difficult to meet their expanding need for qualified staff. The competition for top talent and hiring millennials has never been stronger.

Workers falling into the age group referred to as “Millennials” (generation Y) are in particularly high demand. These young adults were born between 1980 and 1999 and are the first generation to be raised with the technology characteristic of our modern area.

A Focus On Technology and Work-Life Balance When Hiring Millennials

Computers, the Internet, smartphones and social media are the norm with this group – they grew up with it and are extremely tech-savvy. Because of this, these individuals have different lifestyle and career preferences than the generations that came before.

Employers hiring millennials should become versed in what motivates millennials so that they can make their jobs and workplace as appealing as possible to attract top talent.

The following are some of the most important considerations when hiring millennials:

Leveraging Social Media

Millennials in the workplace are extremely active on social media, and employers should be as well. In addition to being a powerful marketing tool, Facebook, Twitter, YouTube and the other platforms offer opportunities to publicize your company’s culture in a way that’s appealing to millennials. Overall, millennials have a rapid technology-based communication style, and employers should strive to adapt to it. Social media allows for spontaneous interactions in near-real time. Many companies have added a social media policy to their employee handbooks, but they need to be aware of the legal ramifications of social media policies.

Provide a Purpose and Challenge

Millennials like to be challenged and to know there is a larger purpose to the work they are doing. Take time to define the “why” of each job role so that there is a larger goal and objective they can feel a part of. This should embody your brand, mission, philosophy and workplace culture. Millennials also tend to be project-oriented, so grouping tasks into larger projects can appeal to this trait.

Build Relationships to Recruit Millennials

When recruiting and hiring millennials, employers should also make the effort to forge relationships with candidates, even those they decide not to hire right away. Again, cultivating social media connections with them can help. Using inbound marketing instead of outbound marketing can also assist with building relationships and having a pool of talent from which to draw.

Showcase Your Office Culture

Millennials value a supportive corporate culture that features cutting edge technology to assist them in doing their job. When interviewing and hiring millennials, consider taking them around your workplace during the interview to meet the staff and allow them to experience a bit of the atmosphere. You might even schedule an hour or a half day on site for the second or third interview. Consider filming a “day in the life”-style video of your workplace to feature on your website.

Flexible Work Options

Millennials appreciate the ability to integrate their work and their personal lives in a complementary way. A flexible schedule, the opportunity to telecommute and allowing non-traditional hours can all help. Including lifestyle benefits at work such as a fitness room and weekly massages can also help millennials feel supported in achieving work-life balance.

When making final decisions on hiring millennials, employers should use professional employment screening to verify each candidate’s background. This will help to ensure smart hiring and the best choice for your workplace.

Source: https://www.forbes.com/sites/shamahyder/2014/03/04/here-is-what-you-need-to-know-about-millennials/

Source: https://www.forbes.com/sites/rachelritlop/2017/02/27/9-successful-millennials-share-what-work-life-balance-means-to-them/

Disclaimer Statement: All information presented is for information purposes only and is not intended to provide professional or legal advice regarding actions to take in any situation.