Did you know that by 2025, Millennials will likely make up 75% of the working population? To attract and keep the best millennial talent, employers need to move away from traditional recruitment approaches.
Millennials are the generation that began entering the workforce from 2000 onwards. Born in the decade from the mid-80s onwards, they are often described as confident, tech-savvy and concerned about inclusiveness and equal rights.
So, what should you as a hiring organisation be doing differently?
Adapt your message.
The formal, language that companies use in corporate life doesn’t impress millennials. They respond to more transparent and direct communication and they’re looking for employers that share their values and approach to life. This group of young people will actively avoid dealing with companies if they don’t agree with their values, political stance or business practices.
Don’t hide behind empty meaningless statements and professional stock images on, be real and talk directly to them, using technology. Don’t expect them to conform to the way you want to communicate.
Use your people in your brand communications, be authentic. Get your staff to be your best advertisement, ask your staff to talk about which aspects they enjoy about their work and the company culture – and then use this in your advertising. You could even encourage your staff to write reviews on the Company Glassdoor page.
Be genuine
Millennials grew up whilst the technology revolution took hold around them. This generation can’t actually remember a time before mobile phones and the internet, you will not appeal to this generation by insisting on what they perceive as antiquated non-digital employment practises.
Millennials look for jobs and assess potential employers online. They’re most likely to search for jobs on their smartphone so take care to ensure your job adverts are mobile-friendly. Be aware of and claim your Glassdoor page, which allows employees to anonymously review their own workplace.
Every Manager and Human Resources professionals within the business should regularly review what contributors are posting. Positive comments are welcomed; it’s also important to be aware of negative views, as these can indicate potential issues which HR can resolve or counterbalance in other ways. You should always respond to reviews – if you don’t the millennials may think you have something to hide. Monitoring and responding with transparent, honest communication is the way forward.
Millennials enter the workplace with a heightened awareness of technology and its huge potential. Their daily life is already digital, so they will naturally expect the workplace to be the same. If your company still relies on paper and admin heavy processes, they’re likely to be baffled by the inefficiency, and may refuse to work for you in preference for another organisation who has embraced the technological age!
HR should embrace technology from the start of the recruitment process and ensure that processes within the business are fit for purpose. Not only is this good business sense and will save time and money, but it will attract the next generation of Managers and technological specialists.
What steps do you take within your recruitment process to attract this generation?
If you would like a complimentary Glassdoor audit carried out for your business and/or some advice on how to respond to negative reviews, please leave your name in the comments section below, or get in touch via our website.
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