The key to recruiting millennials

In the next 5 years millennials will make up half the global workforce and it’s predicted this number will have risen to a whopping 75% by just 2025.


Having grown-up in a digital world, they’re the first fully connected generation and consequently have different behaviours, needs and aspirations in the workplace than previous generations.
Comparing the attitudes of Baby Boomers to Millennials, shows this new generation are more vocal about what they want from their career; they are looking for financial stability and access to the property ladder, which in turn impacts on their expectations at work.

Millennials are purpose driven individuals, often having an entrepreneurial mindset, which they’re looking to cultivate at work. They are continuous learners, collaborators, achievement-oriented, socially conscious and highly educated. As a result to attract the best talent, you need to offer more than just a monthly paycheck.

A revolution in the workplace is coming, which companies need to understand and adapt to now in order to thrive and recruit the best talent moving forward.

 

Attracting Millennials

A typical job advert from a millennial perspective nowadays isn’t enough, they are repetitive and lack the information they truly care about. Whilst qualifications, job responsibilities and an overview of the company are still an important necessity of any job advert, this doesn’t give the in-depth perspective of what really matters and motivates them. Companies need to re-think their marketing strategies and need a different outlook for attracting the best talent.

Consider these tips when posting your next Job Advert:

  • Show that you are invested

Millennials are looking towards the future, state in your advert how your company will improve their professional skill set. Show that you are committed to their professional & personal growth and that you want them to develop and grow with your company.

  • Ask questions

By posing conversational questions in your advert, it will increase engagement levels. It makes them really think about what you are asking and whether or not they can answer those questions. For example, “Do you like a challenge?” or, “Are you the type of person that loves talking to people?” By getting the person engaged they are more likely to keep reading your advert.

  • Show your own personality

As well as candidates ‘selling’ themselves to you through CVs or portfolios you need to make sure you sell your company to them. Make sure your company stands out from the crowd. The job role is important for a millennial but the environment they’ll be working in is a huge factor in their decision making process. Show off your company culture; do you have a shared workspace, monthly social events, beer Fridays? We spend most of our day at work, so you need to make sure it’s a place that people are excited to come to and one that will entice new candidates.

  • Don’t waffle

Sadly, the attention span of millennials is in decline. This means long, text heavy adverts will lose people’s interest and stop them from even finishing reading. So, keep to the point and think about your formatting; bullet points, headings, bold text important elements – make it easy for someone to skim read your advert and ascertain the key information. Mobile devices are bringing higher traffic rates to Job Boards, but people don’t want to be scrolling through pages on their phone; stay focused and relevant in your adverts.

 

Retaining Millennials

So, you’ve hired someone, but how do you ensure they’ll stay? Millennials are used to living in a world where they can have instant access to things and expect quick results. So, alongside re-assessing your marketing strategies you also need to think about your retention strategies too.

Here are a couple of things to consider:

  • Listen to them

The best way to learn about what a millennial wants from their job, is to talk and listen to them. Find out what they are wanting to achieve and accomplish within the company and see if you can help with this.

  • Regular feedback performance

Rather than relying on annual reviews, encourage regular feedback on the employee’s performance. People want to know if they are doing the right thing, so whether it’s good or bad, keep an active involvement in how they are getting on and let them know how they can work to improve.

  • Recognise and praise work

Make sure the person feels their efforts haven’t gone unnoticed. Most employees want to make an impact in their company, so show that their work matters, even at a junior level.

  • Opportunities for career development

Most millennials are purpose driven, they want to know whether they can learn and develop within their careers. Consider implementing training strategies, or buddy and mentor schemes – if you invest in your employees, they will invest in you.

  • Flexible work environment

Are you able to offer flexible working times or the possibility to work from home? Giving employees more control of their schedule will help make them feel more responsible for performance and take ownership for the role. The more flexibility you can offer, the more attractive your business will be.

 

This is an exciting time for bringing in new talent to your business – a chance for you to shape someone’s career; inspire the next generation and allow your company to grow and develop with them. Good Luck!


Got a recruitment challenge of your own?  Get in touch if you’d like to chat – laura@wiredsussex.com 

 

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