Recruiting millennial candidates for a workplace is a necessary change in society. The millennial candidates comprise a third of employees in the labor force. However, they are a new style generation that requires different processing when recruiting, keeping, and attracting candidates. If you are looking to recruit a stronger, and different type of candidate for your workforce, then you first need to understand the thought process and different methods. It will keep them connected throughout the entire recruitment operation.
Understanding The Millennial Thought Process
Millennials are raised in a unique environment, compared to the Baby Boomers or Generation X candidates. Simply because of the rise in technology and the type of social factors in play changes the way millennials view the work environment. Millennials want to fill value not only in themselves but also in the employer. They look for additional benefits with salary or healthcare. However, opportunities like working from home or job flexibility may be more important to a millennial candidate. Millennials have undergone different studies throughout the past few years, showing that they change jobs when not engaged or connected to the employer. A millennial is a hard worker and is dedicated when they feel valued. If you want to hire millennial’s, keeping them connected is important.
Millennials Require Specific Processes
Millennials are hard workers when engulfed in an environment they’re comfortable in. They tend to like flexible hours of work and life balance, and it doesn’t follow the strict 9-to-5 type of job that Baby Boomers or Generation X will follow.
They believe that working between a deadline date and getting effective work done doesn’t mean that they have to work the entire 9-to-5 to accomplish the task. Many millennials prefer to work remotely, so they have more flexibility in their life. Not every company offers work at home opportunities, but as society continues to develop, there are more opportunities to attract a strong millennial candidate when offering work at home or flexible hours position.
Millennials require specific processes to be valued in a company to keep their attention. Meaning, that employers should consider new opportunities for remote work where flexible hours of work and culture engagement. Millennials appreciate how they can improve on their skills and like to have the ability to grow within the company. Millennials are known to be highly motivated. They want to advance in their career faster than Baby Boomers or Generation X candidates.
A wonderful suggestion to a company looking to gain millennial’s in the workforce is to offer different workshops, seminars, or even certificates to offer opportunities for growth in the company. This gives them a chance to improve their skill sets and advance to become stronger with the position. Regarding culture, the millennials appreciate involvement with the company through different types of outings like birthday parties or summer outreach programs, or even just small office parties. Anything that makes the millennial feel valued in the company is a great way to build millennial’s reinforcement.
A couple of factors to consider when looking for millennial candidates are:
* Make the position attractive along with the company.
* Consider offering remote or flexible hours positions.
* Stay active on social media and provide feedback on their feeds.
* Give them opportunities to grow in the company for workshops, certificates, or training options.
* Consider innovative technology ideas to improve your business and implement the millennials into positions that engage them with the innovative technology.
* Offer constructive criticism and positive feedback to reinforce their personal growth within the company.
Keep Up Engagement With The Millenials
Millennials like to be engaged in a company and on the outside. Therefore, if you’re seeking to recruit a millennial, engagement is an essential factor. You will get a millennial that is driven and ambitious to perform well in your company.
Millennials like to have a sense of purpose in everything that they’re doing, especially in the workforce. Staying engaged with the millennial recruits is relatively easy as you have to upload a few photos on IG or like one of their comments on Facebook.
You can also benefit from the representation of your company. Your company will get attention for engaging in the millennial generation. Millennials tend to value authoritative and transparent pitches from a recruiter, and they also like to hear feedback on how they’re doing with what they’re doing. When engaging with the millennial generation, social media is one of the fastest ways to accomplish this task, while building up your workforce with a stronger and more reinforced workforce attention span.
Recruiting Process For Millennials
In the actual recruiting process of obtaining a millennial, making your applications straightforward and potentially mobile friendly is an ideal way to get faster millennial’s applying. Millennials also appreciate strong communication. Therefore they want to know whether they got the job or if they got rejected. Communication is everything in today’s society, and millennials take that to a whole new level.
Another good way to engage with the millennial candidates is to personalize the conversation and experience when speaking to you or applying to a position. Again, millennial’s appreciate value. Therefore, if you connect with them, tailor messages to specific candidates that you are reaching towards. They will be more inclined to respond to and respect your company.
Some companies offer ways for millennials to apply through uploading the resume or offering chatbots. Therefore, if you want to recruit more of the millennial generation, consider your approach to the recruitment process.
Overall, more companies are opening up to the New Age way and the way society is flourishing by offering creative recruitment processes with their business. If you implement new technology and engage in the millennial’s, you will have a stronger reinforced workforce with millennial’s.
They will be more inclined to accepting and applying for those specific positions that are available. Just don’t forget to consider your benefits and factors with the position before setting up the recruitment process. If you don’t have a strong value that the millennial believes in, you may lose more millennial candidates than achieving them. So try a few of the new techniques to recruit the millennial generation. Your workforce will be heightened and your company will have a stronger engagement with society.