Tips & Strategies for Recruiting Millennials in Today’s Job Market

Tips & Strategies for Recruiting Millennials in Today’s Job Market Millennials, also known as Generation Y, are the diverse, creative, and tech-savvy group born between 1980 and 2000 (give or take a few years). Millennials are entering the workforce in record numbers today, making it essential to understand the values, desires, and motivations of this generation. Let’s take a look at what makes Gen Y “tick.”

1: Social Media Millennials are the first “always connected” generation. They grew up with technology and social media, and have smartphones and other handheld gadgets at their sides constantly—eight in ten millennials say they sleep with their cell phone next to their bed, according to Pew Research Center’s report, Millennials: Portrait of Generation Next. One in three millennials said “social media” freedom is a higher priority than salary, and 64% ask about social media policies during a job interview, according to an infographic created by the UNC Kenan-Flagler Business School and the Young Entrepreneurs Council.

2: Fun Work Environment In sharp contrast with the Traditionalist generation (born between 1925 and 1945), whose work ethic could be summed up as “work is not equal to fun,” millennials view fun in the workplace much differently. Rather than seeing it as something that happens when you leave the office, millennials believe fun and creativity can and should be incorporated into work. Members of this generation are eager to make genuine contributions at work, but they crave challenge and creativity, not mundane routine. Provide this group plenty of responsibilities and challenges with realistic timeframes.

3: Opportunities for Learning and Growth Millennials are newer members of the workforce and are often still discovering their strengths, talents, and passions. Implement employee education programs and provide opportunities for additional training to allow newer members of the team to explore their talents and transition into their roles. Don’t be afraid to challenge members of Gen Y—encourage them to take on new responsibilities (in the unlikely event they don’t seek them out first). Empowering millennials to take on new responsibilities will encourage them to stay with your company longer—a plus, considering millennials tend not to follow the same company loyalty patterns of earlier generations.

4: Structure and Guidance Unlike the somewhat rebellious Gen Xers, millennials tend to be more comfortable with structure and guidance (but not rigid inflexibility). While they thrive on creativity and innovation, they also know it doesn’t make sense to reinvent the wheel—provide them with the information they need, and give them the time and freedom to absorb that information on their own terms.

5: Open Communication Millennials thrive on feedback and open communication—they want the opportunity to learn and grow in their careers. Nothing will drive them out of a company faster than feelings of stagnation. Unlike prior generations, where learning a trade and sticking with it for the long haul

was the norm, millennials are constantly seeking to move forward. Ask candidates about their goals and aspirations, and find out what they don’t like to do. Make sure their job title fits with their immediate and near-future goals.

6: Collaborative and Creative Work Environment Rigid inflexibility will get you nowhere with Gen Y. Create an environment where your staff feels open to approach managers with new and alternative ways of doing things. Allow and encourage employees to “think outside the box.”

In short, members of the millennial generation prefer a work environment that’s collaborative, challenging, sociable, goal-oriented, diverse, inclusive, and provides plenty of opportunity to learn and grow.

Recruiters should evaluate Gen Y candidates for specific roles and pay close attention to whether the company culture is aligned with the values of these newest members of the workforce. An applicant tracking system that gathers resumes and applications from different sources and stores them in a single platform will help you spend less time on administrative tasks and more time on what matters—recruiting the best and brightest applicants to your company.