A headline-worthy generation blamed for killing everything from razors and toys to mayonnaise, Millennials, will hold around two-thirds of the workforce by 2030. Considering they now hold half of the total workforce, it’s understandable why hiring Millennials becomes the top priority (and a weak spot) of almost every organization out there.
There are many challenges to hiring Millennials in the workforce. Businesses are rightfully wondering how to attract, retain, keep them engaged, and productive. They are not like their predecessors – they are disruptive, know what they want, and aren’t afraid to ask for it.
The important thing to know about hiring millennials is that…
… they are not broke college students anymore. They’re married, have children, buying houses, and they’re actively making plans for the future. Heavily stereotyped as a generation of self-absorbed job-hoppers, Millennials just have different expectations from work, compared to their predecessors.
Those who have problems when it comes to hiring millennials, in fact, have problems understanding them. As a (proud) Millennial, I wanted to share with you some tips on what every organization should know before hiring one of my peers. So, let’s go!
Before hiring Millennials in the workplace, understand their needs.
Looking at the number of articles dedicated to this topic, it might seem that the whole world is in panic, trying to understand this mythical generation. But things don’t have to be that complicated. We just need to understand what Millennials want from their jobs.
Unlike Baby Boomers who thrive on praise, acknowledgment, and promotions, and Gen X who want to work independently, with minimum supervision, Millennials are “bought” for a different price.
Millennials will sell their skills to the highest bidder, which earned them the title of the most “unloyal” workforce ever. They don’t have a problem with jumping from one to another job – as long as their needs are satisfied. Millennials are motivated with the possibility of skills training, mentoring, and (immediate) feedback. They value office culture, and they thrive when they see a purpose in the job they do.
Millennials value their freedom. That’s why they’ll thrive in the organizations offering flexible schedules, time off, and where technology is widely embraced. However, flexibility doesn’t mean Millennials don’t like structure. Quite the contrary. That’s why when hiring Millennials; organizations should offer a structure and stability they can follow throughout the workday.
If you want to hire Millennials, you have to know where to find them.
You wouldn’t go to a jazz club, hoping to find country music? That’s why those who want to hire millennials should change their hiring methods in the search for the best talent. Millennials are Internet generation, and they cannot imagine their lives without Social media and mobile devices. That’s why many employers who want to stay up-to-date moved their focus from job boards. Instead, they’re now promoting their job openings and career pages via Twitter, Facebook, LinkedIn, and YouTube.
Employers should make sure they’re posting job openings on social networks, allowing candidates to apply via their social media profiles. Furthermore, they should make sure their websites are top-notch and include information about the company, its culture, mission, and vision.
Loosen up a bit with the requirements.
I saw one too many times companies who put an extensive list of requirements for their potential candidates. What they do is limiting the list of people who will apply for their ad, missing the opportunity for hiring top talent. Before hiring a Millennial, employers should think about whether they need a diploma or someone who has actual experience.
Millennials are the generation in motion; the chances are that top-notch talent you’re looking for was too busy pursuing a real-life work experience, without getting the paper. Google, for instance, hires more and more people who never went to college. Look where that led them. Huh?
Make sure you show us your culture.
Millennials are not just working for a paycheck. They work for a purpose. For them, being consumed in business culture is one of the top priorities. Before posting an actual job ad, employers should make sure it breathes and lives their company’s culture. At the end of the day, we spend most of our day at our jobs, and it slowly becomes our second home. That’s why it’s not that illogical of Millennials to actually like the place they’re working in.
Millennials crave feedback.
Some would say that “We need to talk” is, by far, the worst sentence you’ll ever hear from your partner or your boss. Not for a Millennial, nuh-uh. The millennials know the importance of proper feedback, and they want it as regularly as they can get it. And, if I might add, this is not such a crazy thing to ask. The pure nature of feedback is about listening and understanding, having a chance to analyze progress and determine weak points. Feedback enables us to perform better and achieve more by working less. It straightens the bonds and enables us to improve.
Don’t be afraid to embrace the change.
Going out of the box can be hard for some organizations who like to keep it simple. However, embracing change can bring so many benefits. Streamlining work, boosting productivity, and engagement, you name it. Some of the challenges of hiring Millennials companies might have is in their fear of embracing change. Change is a constant feature of Millennial’s life. They crave it and want to work in a dynamic setting. That’s why, before hiring a Millennial, make sure you’ve opened up your mind for possible change.
Ease up on the hiring process.
Two years ago, I applied for a job in a company I was following on LinkedIn for quite some time. Judging by their Facebook and LinkedIn posts, they were my dream company and everything I wanted from the employer.
Needless to say, I hit the ceiling when they sent me an email confirming I passed the second round. What I didn’t expect was to be interrogated for three months about anything and everything. In the end, I declined the offer, thinking that if their hiring process was so tedious, how tedious it would be working for them. Companies looking to hire millennials should loosen up a bit of their hiring process. In the end, top talent won’t wait just for them to make the offer.
Be flexible when hiring millennials in the workplace.
Traditional, 9 to 5 jobs died a long time ago. Modern-day employees favor employers who will offer them greater flexibility and freedom. The best thing a company can do to retain Millennials and keep them engaged is to prefer task completion over actual hours, enabling them to work remotely when they need it, and hold them accountable for the job they’re doing. Except for keeping their Millennial workforce happy, companies will be able to avoid sick leave abuse, boost productivity, and retain employees.
Give us something to work with.
Hiring millennials in the workplace for the employers means they will have to be creative with the lists of tasks they’re giving to their employees. Millennials are famous for quickly getting bored. Literally, you cannot give them too much work. If they find their tasks to be too mundane, millennials will become bored. That’s why the best tip we can give you for hiring Millenials is to spice it up and provide them with a list of tasks that will keep them busy for a while.
Don’t ban us from using social media.
Millennials are a social media generation. They were there from its very beginnings – that’s why one-third of them say social media freedom is a higher priority than a salary. Banning us from using social media at work won’t make us more productive. In fact, browsing our Twitter feed can help us unwind and get back to a task empowered and more productive. Instead of banning the use of popular social media sites, encourage us to become our workplace ambassadors by sharing exciting moments we had at our job.
Do you still want to hire millennials?
There are plenty of challenges of hiring millennials, but that doesn’t mean they’re unachievable. Our tips on hiring them will enable you to have a greater picture of how things are going and master it once you embark on this journey.