Millennial job seekers are often far from the irresponsible job-hoppers many make them out to be. And while they may come from a generation that is unfamiliar to many entrepreneurs and other business owners, it can pay off to learn about what makes them tick and how owners and managers can attract them to their company.
Recruiting Millennials involves accepting the things that they value that differ significantly from Generation X and the Baby Boomers. Here are three tips to securing the best Millennial talent:
Tailor interviews to help and not hinder Millennials
Many young people today struggle to find work since they lack the extensive experience outlined in many job advertisements. Employers need to be realistic about the work history of Millennial candidates. Consider if you actually require three years experience for a new job position 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 that is focused on personality and hypothetical scenarios to ensure you don’t disqualify young candidates without assessing their attitude and aptitude properly.
Give them a reason to be loyal
Millennials can be perceived as disloyal but this is not necessarily the case. Young people are desperately searching 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.
Build a friendly team environment
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 be the best fit for your team and office culture.
