The corporate world is obsessed with millennials right now. The generation come-ups with new business ideas every day, and aren’t afraid to express them creatively.
- Who are millennial’s?
- Is hiring millennial’s a challenge?
- Tips for hiring millennial’s
- Soft skills to identify in millennial’s
- Do’s and Don’ts while hiring millennial’s
- Key takeaways for hiring millennial’s
Breaking all the stereotypes of age as a barrier, millennials are outperforming their previous generations. Millennials, known for being bright and adaptive, are changing the corporate culture, and building up a new society full of practical values.
Who are millennial’s?
Millennial’s or so-called the net generation is the individuals who reached adulthood around the turn of the 21st century. According to Newsweek magazine, the millennial’s were born between 1977 to 1994.
Millennial’s are also named as “echo boomers” due to high surge in the birth rate during the 1980’s and the 1990’s. They are best defined as the generation that has seen the birth of technology and has seen the world emerging out of the great recession of 2008.
The research from the Pew Research Center showed millennial’s are more confident, connected, and open to change in comparison to the previous generations.
Is hiring millennial’s a challenge?
No. Millennial’s are no different than humans, but here are few things you need to take care of when hiring millennial’s in the workplace.
#1 Professional Job Offers
When you reach out to millennial’s to offer a job, don’t just give them a list of duties and responsibilities. Millennial’s don’t like bossy attitude they prefer someone who respect their ideas. So, talk about concrete reasons why you chose them in particular and perhaps give them a ballpark salary range as well.
#2 Flexible Work Arrangements
Millennial’s place a high premium on the ability to work from home. According to a survey by Global Workplace Analytics, one third of the surveyed employees preferred telecommuting option over a pay raise. The increasing trend of remote working has been a successful way of employee retention and employee stress management.
#3 Feedback is Important
The LinkedIn’s Talent Trends Report showed, a 95 percent of millennial’s want to hear the feedback about them after the interview. This seems to be a useless effort to follow up on applicants that have been rejected, but they need the feedback so they can improve for future interviews and, perhaps, when the come back to your company so you can make use of their improved skills and knowledge.
#4 Tech genius
Millennial’s are more savvy with internet and emails. While they like keeping chats informal and casual but friendly. Don’t be hesitated of sending text messages instead of emails or formal letters. However, being more flexible and modern will win hearts of millennnial’s.
Millennial’s grew up with more technology than any other generation. Smartphones, social media, texting, email, IM, you name it. That’s how they’re accustomed to communicating, so become proficient in these areas, as well.
With each passing day, Millennial’s contribute a bigger percentage of the overall working class. A 2016 study by the Brookings Institute showed, Millennial’s will comprise more than one of three adult Americans by 2020 and 75% of the workforce by 2025. Clearly, they are not going away. They’ve only just arrived.
The better that you engage them during the hiring process, the better you’ll be able to retain them as employees.
Tips for hiring millennial’s
No hiring millennial’s is not like preparing for civil exam that you need tips to crack, but yes keeping points in mind would attract young and creative mind. These strategies for hiring millennial’s will be an asset for your growing firm.
#1 Set goals
Demonstrate quickly how Millennial’s can make a significant contribution to the job while they’re there, particularly if you can attach some level of social impact or purpose to the job.
If you want to keep people there past one or two years, show how they can make a solid contribution to the job using what they know. Show how what they do can make a financial impact on the company, or a social impact on the community or another stakeholder.
#2 Opportunities for growth
No one wants promotion right after their first day at work, but showing them the opportunities they grow up to can really bring energy in the employees work.
The human desire for growth is perhaps manifested most in the realm of career. Millennial’s care most about the ability to learn and grow as a professional and an individual. Cater to that human desire we all share and see the challenges of hiring millennial’s vanishing away. Offer your employees opportunities for growth at work, and watch your employee engagement and retention grow, too.
#3 Opinion matters
Experiencing the generational gap in opinions at work is not a new thing, but respect others opinion, take them into consideration. Intolerance seems to be the buzzword of the month. But dealing with different views and opinions while still keeping your cool is the mark of a good colleague.
A ‘my-way-or-the-highway’ approach will not get you far up the corporate ladder. Disagreement should never be mistaken for disrespect. People are allowed to disagree with each other, but that doesn’t mean that respect needs to go out the window too.
Soft skills to identify in millennial’s
Millennial’s living in the era of technology are full of wider knowledge and have groomed their personality better than other generations. While you hire millennial’s you experience the wider variety of self groomed soft skills. As a best practice for recruiting millennial’s, it is important that you check those qualities during interview to help you understand the employee better.
#1 Eye contact
Eye contact reflects the confidence of an employee sitting in front of you. In this fast paced world confidence is important to out show your skills. Eye contact should be casual, so it’s okay to have short breaks in contact every now and then, so long as they reconnect with you, especially when you’re talking. That’s a good sign of active listening.
Interrupting a person is often a sign of poor communication skills. Of course, if a candidate keeps talking and talking, you may have to interrupt. Also not a good sign.
#3 Leadership Skills
While millennial’s may not have the desired management experience you would look for in a leader, there are other ways to identify an emerging leader in the hiring process.
If they took initiative, whether they took ownership of their work, how passionate they felt about the project, if they seemed to work well with others, and if they accomplished a successful result.
#4 Critical Thinking
It’s one thing to know that an employee can carry out their responsibilities under normal circumstances, but you also need to feel confident in their ability to perform under pressure.
How they identify challenges, think on their feet, and analyze a complex situation. If they can’t articulate their thought process or sought direction from a 3rd party, they may not be the self-starter that you need in a critical situation.
Do’s and Don’ts while hiring millennial’s
While every generation has a different agenda and motivation, which can sometimes be hard to manage and maintain equality, its important to keep these points in mind while hiring millennial’s.
#1 Emphasize on job stability
Millennial’s have been shown in the light of job hoppers, however, proving it wrong, a study by Deloitte found that millennial’s are willing to stay longer than five years at work.
Millennial’s, expect personal growth, salary, and perks other than job stability. Employers, while hiring, need to build up trust in employees about job stability and healthy work-life balance.
#2 Highlight the opportunity to learn and grow
Everyone wants to learn new things and grow in life. In order to engage people in your business model, you need to know what drives them. So once you have an idea of what can get your employee out of the bed every morning, then yes you have mastered the act of a great employer and you can tailor your communication in a way that resonates with them.
Around 87% per cent of the millennial’s care about career development when evaluating a job, Gallop’s Millennial workforce study showed.
#3 Help settling into the company culture
It’s important to help every new hire settle into your culturally different workplace. A Glassdoor hiring study showed, 80% of millennial’s look for people and culture fit with a new employer.
Work culture is one of the top five considerations for job seekers of all generations while choosing a company. Failing to infuse this culture throughout your hiring process can make you lose many top candidates.
A cohesive work culture attracts the employees towards the organization. Take the opportunity to explore ways of improving work culture and show people what your company culture is like.
#4 Frame millennial-friendly job descriptions
What is a millennial-friendly job description? Well, do you use the same job description for an executive position that you use for a managerial position? No? Exactly the same way, every generation has different expectations from their workplace.
Millennial’s view the company’s benefits package as a key job evaluating factor and when they don’t find the benefits that matter to them, they’re quick to dismiss the job. It’s important to keep healthcare, flexible schedule, student loan repayment, and other personality development benefits in mind while taking millennial’s into consideration.
It is important to pay attention to the benefits packages because when millennial’s get similar offers, these benefits determine the offer they choose. Remember, even the smallest perk can go a long way. A study on PSI online found that the perks and benefits many millennial’s want are inexpensive and sometimes even free.
#5 Unstructured hiring process
Recruitment is a process that everyone should take seriously. Not only because you cannot afford to hire an unqualified or incompetent employee, but also because your hiring process gives a sense to the job-seeker how mismanaged your firm is. This can result in a highly qualified and potential employee turning down your job offer.
Don’t conduct a disoriented recruitment process, distribute roles accordingly for each interviewer and let everyone be ready for their roles.
Everyone makes mistakes at some point, but preparing for it from the start won’t leave anyone embarrassed. A planned execution portrays an organized image of the company and makes the job seeker feel valued giving his time.
Key takeaways for hiring millennial’s
- Know the goals of the candidate before hiring.
- Drive them through your work culture.
- Explain them their duties.
- Take their input and give feedback.
- Set goals and show the opportunity for growth.
- Gain trust with job stability.
- The structure of the hiring process is important.
Millennial’s are a great generation of creative people. Every organization wants to hire the right candidates, discussed above are the dos and don’ts you must take care of at all cost when hiring a millennial candidate.
Millennial’s are multi-tasker’s who can do so much beyond their abilities when tested. It is important to enabling them to learn and give them challenging projects to keep them engaged.