Hiring Millennials: 7 Important Things To Look For

Hiring millennials is a great way to boost generational diversity. However, the complexities of this generation are often misunderstood. Understanding how to attract and motivate millennials is critical to making the best of their invaluable skills and experiences. 

Millennials are classified as the generation of people born between 1980 and 2000. They now comprise 50% of the global workforce [1]. Research suggests this generation operate differently in comparison to their Gen X and Baby Boomer compatriots. They have unique expectations for their careers, the workplace, and which jobs they might accept.

In this post, we’ll run through the 7 most important things to remember when hiring millennials.

1. Keep millennials engaged with the hiring process

Millennials are often unfairly labeled as the ‘lazy’ generation within the workplace. 

This is often tied to their lack of engagement in the workplace. Research suggests that only 29% of millennials are engaged at work, meaning that around 3 out of 10 are emotionally connected to their job and their company [2].

When recruiting and employing millennials, it’s vitally important to maintain interest in the process and work. Be clear on what they’re working towards, or what they might be working towards if they joined your company. This might be achieved through a vibrant, clear, and ambitious company-wide mission and vision statement that links personal ambition with collective success.

As a recruiter targeting millennials, you need to understand what motivates them; they often don’t seek higher paychecks and company cars. They seek meaningful experiences that have social value above material objects.

2. Millennials like to job hop

Typically, millennials show less willingness to stay in current jobs. They’re often searching for the next opportunity comparatively early than any other group.

60% of non-millennials strongly agree that they plan to work at their company a year from now. Only 50% of millennials take the same stance. That means half the number of millennials you’re recruiting are unlikely to commit to a long-term future with the organisation [3].

This job shifting occurs for a variety of reasons. Some may be looking for higher salaries and better benefits. Others might be willing to take a pay cut for their dream job; they want to work for organisations that have a purpose. 

Because of this, when hiring millennials, remember to make sure to establish whether an individual’s motivations align with that of the organisations. You need to source dedicated employees that won’t jump ship early on. Design your recruitment process to deliberately uncover candidates’ motivations.

3. Millennials look for flexibility and a healthy work-life balance

When hiring millennials be sure to recognise the value of highlighting workplace flexibility.

Millennials have grown up alongside the burgeoning emergence of global technology. They are well versed in the power of digital communication and how it can be utilised in order to work remotely. Such feeling is even more pronounced in recognition of the largely successful shift to remote working for many companies in the response to Covid-19.

When asked how much time they would like to spend in the office environment, the majority said they preferred to spend just over half their work time in the office [4]. 

Flexible working hours are also preferential for many of the millennial generation. It allows them to work when they feel themselves to be most productive.

Remote work and flexible hours might not be an option for many recruiters to offer, but where compromises can be made, they should be in order to attract millennial talent.

4. Transparency and trust is important

Millennials like to know what’s going on behind closed doors at the upper levels. They are concerned about the bigger picture of how a business operates and the conversations being held by senior management.

It’s important for them to establish a voice in the company; to feel they’re being heard. The ability to have open conversations about work is an important contingency.

When trust and transparency are articulated effectively in the recruitment process, millennials will be more attracted to the role. If it’s then delivered whilst in the job, employees will feel empowered and are more likely to stick around.

5. Millennials look for a collaborative and team-orientated workplace

The value of working in a productive team does not go unnoticed by millennials, despite their preference for flexible remote working. They look for a workplace environment that fosters collaboration and cooperation.

Communication formats become important here. Traditional forms, such as large group meetings and phone-calls, don’t always ring true for millennials. It’s often the case that they seek a more diverse communication outlet that allows colleagues to work together in ways that fit around preferences.

Instant messaging apps such as Slack; video chat platforms such as Zoom; shared folders on Microsoft Teams. These are all communication and collaboration forms that have emerged with increasing popularity amongst the millennial workforce.

In order to attract the best when recruiting millennials, make sure to highlight your ability to enable such open collaboration.

 6. Millennials like personal development, job benefits and perks 

As we’ve already highlighted, millennials tend to look for more in a job than just the salary. This doesn’t mean an attractive compensation package isn’t a big pull for them.

When recruiting millennials, think about what you can offer them in terms of benefits, perks, and personal development opportunities to incentivise them to take the position. But think beyond a salary increase.

Thinking about company culture improvement ideas can help keep millennials engaged at work. Options relating to education and training, company trips and events, health and wellness packages, or mental health days off. These are all experiential benefits of the job that a millennial will value.

In many cases, a millennial will accept a position with more preferential perks even if it means a lower salary.

 7. Millennials recognise the power and value of innovation

Having grown up in a time of significant technological advancement, millennials know how powerful embracing change can be.

As PwC has found, millennials’ use of technology clearly sets them apart. One of the defining characteristics of the millennial generation is their affinity with the digital world. This is the first generation to enter the workplace with a better grasp of a key business tool than more senior workers [5].

Because of this, many look for a job and company that will actively encourage technological innovation. When recruiting millennials, be sure to clearly demonstrate how your business is always looking to move forward; to improve processes, systems, and day-to-day activities.

Millennials want to see a company that is ahead of the curve.

Be sure to digitise and broaden your application process, so it can be found on social platforms and completed on any device. Use up-to-date technology, virtual interview processes and recognise that outdated tools or systems might push millennial talent away.

Closing

There are obvious issues with grouping a whole generation, of around 75 million people, in this way. However, clear trends are unavoidable. When hiring millennials, recruiters must take stock.

Understanding the social, technological, economic, and global developments that have shaped the motivations, fears, and desires for this generation provides indispensable insight when recruiting them.