Much has been said about the Millennial generation and how to recruit and hire them. Statements about how they have unrealistic career goals, an endless need for praise, and only focusing on perks like happy hour end up leaving employers and hiring managers anxious and confused about how to attract and appeal to this generation.
But in fact, it seems these generalizations might not have as much substance to them as we originally thought. Keep reading to learn about data that disproves these common myths and discover what really motivates Millennials.
Efficient Hiring Process
Many Millennials have in-demand skills and are highly sought after by top companies, oftentimes multiple companies at once. When making their decision about which job to choose, it may come down to how long the recruitment process takes. According to the 2016 Yello Recruiting Study, 62% of potential hires say speed is a top factor if they accept a job, especially when they’re considering multiple positions.
As an HR professional, you need to make sure your company’s hiring process is quick and that you’re keeping candidates engaged. Time-consuming paperwork and stop and starts throughout the process is not only draining on the candidate but also draining on your own resources. Instead of losing out on top talent, follow these 6 tips to make sure your recruiting process is updated and efficient.
Mobile-Friendly Career Page
Another way to attract Millennials to your open position is to have a mobile friendly website and the ability for candidates to easily apply to jobs using their mobile devices. In fact, the data shows that 20% of millennials won’t apply to open jobs if the site isn’t mobile-friendly. In a technology driven society, having a mobile responsive site is expected. If your website is behind the times, it reflects poorly on your company. Millennials will not want to work for companies that aren’t progressive and keeping up with technological advances.
Career Growth and Mission
Many of the myths about Millennials talk about how they are selfish and self-centered, but they’re actually more engaged in social corporate responsibility and value career growth and learning over a higher salary. Millennials were 2 times more likely to value career growth and learning over salary in accepting a job, according to the study.
From an HR perspective, this means that candidates aren’t going to accept positions based on salary alone. You will need to emphasize the direct impact their role will have on the company’s success and where their future is at the company. Also, if your company gives back to the community or is involved in any socially conscious initiatives, make sure Millennial candidates are well aware of these efforts.
In less than 10 years, Millennials will make up 75% of the workforce and hold various leadership positions within companies. Learn how to relate to this generation now, not stereotype them, and you will end up hiring talented candidates for your team.
