Recruiting for Tomorrow: How to Attract the Millennial Generation

Recruiting for Tomorrow: How to Attract the Millennial GenerationAccording to some articles, the rise of the millennial generation will be the destruction of civilization as we know it. However, for those of us still living in reality, we realize that the millennial generation is the next workforce, and we will have to start working to understand how to recruit this new workforce if our company wants to thrive.

So, what is it about this generation that is so hard for recruiters, HR Reps and mature managers to understand? Is this up-and-coming generation really all that different from the previous ones?

The reality is millennials are just like the rest of us, but, due to the era they grew up in, they communicate and are motivated in different ways than their parents or grandparents.

Money is No Longer the Primary Motivator

For years businesses have used high salaries and bonuses to motivate their employees to work hard and as the primary reward for moving up the corporate ladder. While earning enough to meet their needs is important to millennials, this new generation is much more interested in making a difference in the world than getting a pay raise every year. In fact, one survey found that 56 percent of this generation would take a pay cut if it meant working for a company that was truly making a difference.

This does not mean that millennials are only interested in nonprofits, but HR reps looking to hire will need to be prepared to talk about the broader goals of the company in terms of making a difference. If an employee finds out that a potential advertising company represents clients that offer a truly innovative product or perhaps contributes to social causes, the recruit will jump in with both feet because their work now has meaning.

Be Up to Date

Today’s new workforce grew up on technology and is very social. As such, they expect to see companies they interview with to be active on social media sites as well. This means actually keeping your blog and Facebook page up to date, and then also interacting with potential recruits in a social manner. Instead of relying on career fairs or Internet postings to attract candidates, start interacting with potential hires on Twitter. Yes, you may even schedule an interview or two via social media, because that is where the candidates are.

Don’t Micromanage

Millennials do not like to be micromanaged. Strict rules, such as working nine to five, taking breaks at certain times or even, in some cases, completing tasks in a certain way may keep them in line, but they will also be first in line to leave should a better work environment be offered to them, increasing employee turnover. Instead of using strict procedures to drive productivity, managers will get the most out of their millennial workers by relying on outcomes. Instead of focusing on when or how a project is completed, measure performance based off of what gets done. You’ll be surprised at how quickly your new recruit rises to the occasion with their “A” game.

Collaboration is Key

If we were all truly honest with ourselves and our managers, we would admit that working on a project while not knowing why is not the best option when it comes to employee engagement and productivity. That is why millennials put so much stock in collaboration and feedback. They are looking for a boss that is willing to talk with them and work with them, rather than just give orders with no further explanation. The thing is that collaboration is actually better for everyone involved. Instead of just completing monotonous work, the new worker can actually start contributing ideas to the company, making them much more valuable.

Ultimately, the key to reaching out to millennials is the same key that has been necessary for every generation: create an attractive place to work and the top recruits will come to you.

Robert Cordray

Robert Cordray

I'm a business owner and entrepreneur turned freelance writer who enjoys writing about business, and Technology. I have experience in writing software, mobile app development, and information systems.

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