Millennials form the future of workplaces. As pointed out by Forbes, they will be forming 75% of the global workforce by 2025. Attracting and retaining these ‘digital natives’ is, indeed, a very challenging task. Thus, the pressure is on companies to adopt a flexible, diverse and transparent work culture much more than ever before.
Millennials are likely to be attracted when the job being offered defines a clear vision of the career path that lies ahead of them. Besides transparency, they are always on the lookout for ways to expand their skill set.
Because almost every millennial is connected with social media, it becomes significant for them to align their professional goals and career development with their personal brand and values. It, therefore, becomes pertinent for employers to look out for ways that they can encourage millennials to stay invested in their organizations. This can happen by offering them those opportunities that can help them grow professionally and provide them with transparent access to organizational policies. The adoption of the following methods is recommended for attracting, hiring and retaining millennials. If you’re tired of searching for applicant tracking systems for small companies, stop wasting time and use Recruiteze. Start your free trial by clicking here.
A. Attracting Millennials
Clarity on Career Paths
When companies thrive on offering potential employees a clear vision of the career path that lies ahead of them, they will find significant improvement in talent attraction and retention. When the employees are given a well-defined career path, they are quite unlikely to look for a change in the job in the near future. Also, such employees are found to be more loyal towards the organization they are currently working for.
In order to offer career path clarity and transparency to employees, it is recommended that companies deploy the methods given below:
- Career road-mapping
- Clear definition of core competencies and behavior expectations
- Layout of profiles outlining the job descriptions and available positions
Building the Employer Brand Online
For recruitment of employees in the digital age, you need to build your employer brand. Remember, millennials are going to head to your website the moment they consider your organization for employment. Even more, they are going to check social media and other platforms to extract maximum information. Also, they are likely to expect dynamic and compelling visuals. Because they consume numerous brands every day, you can attract them only by offering comprehensive and reliable information about your brand on your website.
It is vital that you make the information given below available to your potential candidates on your website. If you need to improve your brand, using the right applicant tracking systems for small companies can help. Click here to start using Recruiteze for free.
- What is your definition of an ideal candidate?
- What are your expectations from your employees?
- Define values, tradition and culture that thrives your company
- What makes your company unique and what is it that differentiates you from your competitors?
Besides making the given information available, you need to maintain an active presence on the web and various social media platforms like Facebook, Twitter, etc. Post updates, videos and pictures frequently. This will help you engage your potential employees.
Attracting Millennials Offline
While the majority of millennials are found online, it doesn’t imply that you can stop focusing on your offline activities. What you can’t afford to miss is that the network of your employees is your most valuable resource. You may consider asking the best of your team members to become the evangelists of your brand. They can review the organization on different platforms like Glassdoor. Even more, they can share company resources and information in their networks both online (social media) and offline (when they meet their friends or other contacts).
You may deploy the strategies given below to make the best of your available resources that are your employees:
- Organize fortnightly or monthly meetings within your organization and encourage employees to take active roles.
- Offer incentives to your employees for referring a contact who can be an ideal fit for your organization.
- Ask your employees to invite their contacts to company social events.
B. Hiring Millennials
Proactive Sourcing of Candidates
One thing you must understand is that you can’t expect millennials to show up for jobs. It is rather you who need to be present everywhere. This era of digitization demands you to make an active use of professional networking platforms and applicant tracking systems for small companies. You may use the advanced recruiting tool of LinkedIn for sourcing candidates who possess skills that you desire in an employee. Remember, you need to make extensive information available to candidates if you wish to arouse their interest in the job you’re offering. It goes without saying that millennials are avid knowledge seekers. They believe in researching for information they are looking for. When you make that information available to them on clean interfaces in the beginning, they are more likely to accept job offers that are made to them later.
Offering Them Customized Experiences
Gone are the days of group discussions. To attract and retain millennials, you need to offer them experiences of the 21st century. You need to become an advocate for candidates during and after the hiring process. Offer them real experiences that are personalized and can help them understand your need and values. Let them know what they can expect out of the given job role. Also, make sure there are no surprises hidden for them to be found after they get hired. Make the information they are interested in easily accessible to them. You’ll find that your retention rate will be much higher when a clear picture of the job is given to them and also when effective communication between the two of you takes place.
In order to improve the retention rate of candidates and offer them a seamless experience, you must consider the following important points:
- Let the candidates know who they will be meeting during the interview and what they can expect in advance so that they can be at ease. This will help you learn more about them as they may have dealt with their nervousness already.
- You must give them a tour of your company and introduce them to key people from different departments so that they can get a complete look-and-feel of the place. Also, it will help them understand the working environment within your organization and determine if they can fit in well.
- Conduct multiple rounds of interviews so as to gain a better understanding of one another. It will help both of you learn more about each other and reduce the turnover rate if they get hired.
- Develop two-way feedback mechanisms wherein you collect feedback from candidates about their experience with the hiring process and how it can be improved. And at the same time, you also provide feedback to them about their performance.
- Start treating your prospective candidates just like you treat your existing employees. This will provide them positive vibes and show them why they would want to become a part of your organization.
- You can exceed the expectations of candidates with small gestures such as by welcoming them with a personalized message or basket and thanking them with a handwritten note.
Finally, you need to make them offer that they can’t refuse. Never make a job offer that is self-destructing. If you’ve come so far, you need to assure them you’re with them even now.
C. Retaining Millennials
Becoming Their Advocate After They Join Your Company
Your role doesn’t end here. Remember, you are just halfway through. Now, you need to win the battle of retaining the employees you just hired for a longer time. In order to make this happen, you need to make them believe that you value their growth and well-being. What works best in this regard are transparent organizational policies and constant communication. You would agree that for millennials it’s not only about perks. They are rather more concerned about work-life balance and job flexibility.
To avoid making them feel burned out or isolated, you may consider deploying the strategies given below:
- Conducting weekly/fortnightly live sessions where all the employees are given a fair chance to address their grievances and seek answers to their questions. When they are heard properly, it makes them feel they are an indispensable part of the organization. Thus, they find it difficult to quit and look for a job elsewhere.
- Besides promotions and raised salaries, offer them ample opportunities for their growth and learning. Offer them a work environment where they can get diversified learning experiences and can easily expand their skill set.
- Encourage them to build stronger friendships and relationships in the workplace.
- Focus on providing work flexibility. Give your employees telecommuting and work-from-home options. Let them choose their work schedules. This will enhance their creativity and levels of satisfaction with the organization.
The successful hiring of millennials and their retention for a long time has a significant impact on the recruitment industry all over the world. It is, therefore, important that you tweak your approach in order to meet demands and expectation of millennials and also to make workplaces more diverse and inclusive.
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