The term ‘millennials’ is one many have been trying to understand. And rightly so. Millennials are those defined as being born between the late 80’s and early 90’s. They’re a generation that confuses and baffles researchers, and seems to be the generation people want to know most about.
Millennials are important to recruiters as they make up over 60% of the workforce and this figure is only set to rise in the coming years.
Because they’re so hard to understand, it poses problems for recruiters who are trying to come up with ways of finding and attracting them to the jobs they have on offer. It should come at no surprise that millennials need to be targeted in a different way to other demographics and this article hopes to go into some detail of how you, as a recruiter, can understand their values. It will also help you get to know the motive behind their job search and hopefully attract some of the best millennial talent available.
There have been countless studies that go into detail on how various groups and generations perform and work. This means we are not short of information for how millennials behave during their job search. This guide will show you a few of the ways you can engage with millennials in order to hire them for your roles.
Common Characteristics of Millennials
Millennials are the largest generation. There are currently over 80 million of them. They’ve been through housing crisis’, financial crisis’ and even crisis’ involving lack of jobs. For this reason millennials are very good with, and often expect change.
They are a tech savvy generation that has grown up in and around technology, it’s all they know. Most millennials will claim they want to make a difference and they want to make change, encouraging positive impacts on the lives of the people they cross.
When looking for work, they’re looking as much at company culture and workforce, as they are at the actual role in hand.
Even though millennials have been through so many different crisis’ they are still a generation who likes to give back and tries to make sure companies and teams they work alongside support their own ideals and values.
Now we’ve looked at the characteristics of millennials, how does this relate to their job search and what can you do to make sure you’re In front of the right people saying the right things?
Millennials tend to move from job to job much more frequently than older generations. The median time a millennial employee stays at one particular roles seems to be three years, a lot lower than previous generations. This might be because they’re constantly looking for new opportunities. It might be because they’re unhappy with the extras they get as as result of heir job.
However, this doesn’t mean all millennials hate their jobs,. Just because they’re open to other opportunities, doesn’t mean they’re not satisfied with their current option.
They’re open to new opportunities and this is a benefit for recruiters as they are willing to talk to recruiters and are often very interested in the other roles that might be available to them. This makes your job a little easier once you work out how to market the jobs to them.
First of all, you need to understand where millennials are looking for their jobs. Many are looking online. They use job boards most frequently and tend to look directly on company websites the least. This means if you have a job that would be useful or be good for a millennial, placing them on job boards will increase the chance of them seeing them. They also use their phones, more so than desktop or laptop computers therefore optimising your job adverts for mobile increases your chance of them paying attention from the beginning to the end.
Optimising job postings for mobile involves making sure your paragraphs aren’t too long, that you only write the relevant details down and you make it really easy for them to contact you, or the relevant person if they’re interested in applying for the role.
One of the problems with potential employees using their mobiles to conduct their job search is that, often, when they leave the web page they don’t come back. This means it’s crucial to capture their attention and keep it.
If you’re approaching a specific millennial, they appreciate any correspondence being tailored to them and being personal. Finding out specifics about them and mentioning how those specifics make them well suited to the job are sure-fire ways of catching their attention and interest. If you are reaching out to a millennial about a specific role, they are most interested in finding out what they would have to do as part of the role, an estimated salary range and how much responsibility they will have. Be sure to have these details to hand as this is what they focus on most when considering potential jobs.
You should also focus on telling them the advantages of the job:
- Compensation, – whether this be a salary or other added benefits
- Development – how far in their career can this particular role take them
- Opportunities – how the role provides ways to advance
These are things millennials are interested in and so it’s important to highlight these to them if they’re offered as part of a job package.
Whilst older generation tend to place more emphasis on monetary compensation, millennials differ in that they are often happy to take on a lower salary in exchange for better opportunities for them to advance in their career and develop as people.
When you’ve decided to contact a millennial, it’s important to know how to reach them. In most instances, e-mail proves to be most effective when it comes to the different channels. Studies have shown millennials seem less happy with the idea of being approached by phone in the first instance.
One way to continue their interest and lead them towards accepting a role is to provide the potential employee with feedback along their recruitment process.
For millennials, the interview process plays a big part in how they make their decisions and whether or not they accept a given offer. For this reason, getting the interview process right is important.
If you want all the candidates to have a good experience, even the unsuccessful ones, then its important to give feedback, both good and bad. Millennials see this as important as they’re able to use the feedback and act on it for their next interview.
Two actionable was you can work on to attract millennials today are:
1)Show your adventurous side.
If you want to appeal to millennials, show them that you have an adventurous side, tell them about the experiences they will have access to as part of the company. If there is chance to attend VIP parties, then let them know. Tell them about exclusive perks of the role that they might not find anywhere else. Millennials are interested in their careers and what to do as well as they can. Mentioning influencer-only events and offering selective specific events for them to attend are ways to make them feel like their involvement in the company would be valued.
2. One thing companies can do in order to attract talent is offer work-experience.
Take in mind that millennials often have student debts that overwhelm them and they’re battling a job market that’s the most competitive it’s ever been, so they’re always seeking out new ways to get experience. One good thing about work experience is it gives millennials a chance to see if a role, or a company is the right fit for them and it gives companies the chance to showcase their roles and see if a candidate is the right fit for them without the risk the hiring process which can be time consuming and expensive.
Millennials are talented people who have worked hard to learn the skills they know, give them the chance to show this to you and help them develop new ones. It gives them a chance to improve their resumes with good name brands and skills, and gives you a chance to develop your brand with young fresh minds.
Ambassador programs are a great way to engage with millennials on a deeper, more functioning level. It helps you craft both your job adverts and your job descriptions as you have the chance to see first hand what they need to excel and can transfer these assets to a much more tailored job advert when it comes to hiring.
Millennials are confusing for most older generations, but we have to remember that these are our leaders and soon these people will be running the world. If you can get the hiring process right, you’re bound to attract and retain some top talent.
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