Millennial job seekers are often far from the irresponsible job-hoppers many make them out to be. While they may come from a generation unfamiliar to many entrepreneurs and other business owners, it can pay to learn what makes them tick and how owners and managers can attract them to their company.
Recruiting Millennials involves accepting the things they value that differ significantly from Generation X and the Baby Boomers. Here are three tips for securing the best Millennial talent for your business’s needs:
Many young people today struggle to find work since they lack extensive experience as outlined in many job advertisements. Employers need to be realistic about the work history of Millennial candidates. Consider if you require three years of experience for a new job position in your business, and don’t ignore candidates who don’t have a long working history. Instead, enquire about extracurricular groups they have joined, internships completed or high grades achieved. Plan an interview focused on personality and hypothetical scenarios to ensure you don’t disqualify young candidates without properly assessing their attitude and aptitude.
Millennials can be perceived as disloyal, but this is not necessarily the case. Young people desperately search for long-term careers and want to work for companies with whom they see a future. So if you want Millennial talent to stick around, you need to give them a reason to stay i.e. career growth, learning and development opportunities, flex days or work-from-home options.
Younger generations value a great workplace culture and genuinely want friendly mentors who serve to inspire and encourage them. Attracting and retaining new talent involves fostering a business culture that shows candidates they can have a good time at work while also learning and developing at the same time. When hiring someone, don’t just consider the skills required to fill a role; think of who will best fit your team and office culture.