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.