Millennials are set to make up 50% of the global workforce by the end of the year. In my experience, there are three basic fundamentals you need to keep in mind when it comes to recruiting talent from this pool of candidates.
Career path. I think this is the most important thing to consider. Everyone seems to believe that Millennials jump from company to company because they aren’t focused on a career path. But I’ve found that to be the exact opposite from many conversations I’ve had with this generation. What they don’t like is being sold a bill of goods and then jerked around when they call the boss on the empty promises that were made.
I know of one young women who presented a professional argument for being moved into a more senior position, based on her education and work experience. She never heard back from her boss! At all! So what did that tell her? Time to move on.
Employers need to take a good look at their current workforce, look down the road and forecast where attrition and market conditions will impact the company. And where your talent will need to excel at. It’s no different than forecasting your supply chain. Pay as much attention to your employee chain, and you’ll be on good footing when recruiting Millennials.
Be personable. If you think you can script a recruiting letter or speech, you’re totally missing the boat. Millennials (and perhaps most previous generations!) want to be talked to like an adult, like a colleague. They want to be able to talk to the boss and feel like they are equals among peers. So lighten up your approach and have a conversation. Millennials are super relatable and socially aware.
Culture. Millennials are known to support companies with a conscience. I don’t know if I can make this any simpler, but that translates into who they want to work for. As I’ve written about before, what does your company stand for? What are you doing to give back to society? If you can’t or don’t know those two answers, you’re going to have a hell of a time recruiting this generation. Finally, can you define your culture in one sentence? If not, make that priority one.