How to recruit a Millennial

What is a Millennial?

The term ‘Millennial’ has taken over our social media channels, websites, intranet systems, even favoured online publications. But what are they and how can you get one?

Firstly, Millennials are people not a product!  The term ‘Millennial’ represents those born in the late 1970’s to the mid 1990’s.  Also coined as ‘Generation Y’ or the ‘Echo Boomers’ (offspring of the 50’s baby boomers); Millennials are employees who were ‘coming of age’ at the start of the new millennium.

Millennials are representing a generation which is incredibly sophisticated, technology savvy and often ‘immune’ to traditional sales and marketing pitches. They’ve seen it and been exposed to it all since early childhood.

Love it or hate it?

However, the term is slowly becoming intolerable, if not over used and has unfortunately, affected how companies recruit and expand. Suddenly, we are hearing that companies are reluctant to hire this generation; even if they have over 10 years of experience to bring to the table.

And the reason? The term has become Marmite: love it or hate it and no in-between!

The term ‘Millennials’ has shifted from representing an age category. Instead, it is often a favoured term for debate with audiences understanding, analysing and dissecting the term as if they were a separate species! If you are looking to recruit a millennial then your objective is off-centre and may need realigning.  Instead, assess what kind of candidate you need for the role you are advertising. Consider the team you are trying to build and develop as part of this process. And use the recruitment process to improve your overall employer brand and not to compartmentalise a particular age group.

Millennials are people too: recruit them as an individual and not as a term!

Quick guide to Millennial recruitment

We have developed a quick guide on what to do when recruiting a candidate:

Avoid assumptions and stereotypes: Often, companies think Millennials populate a small proportion of workforces when the reality is the opposite. Projections are Millennials will make up 50% of the workforce by 2020 and numbers will peak in 2036 at 81.1 million. Having an age range in the workplace encourages a more collaborative environment. Understand their skill sets and critical approach to brand loyalty, embrace their racial and ethnic diversity and evaluate how this can contribute to the whole company.

Update, train and guide your managers: Whether it is Generation X, Y or Z, effective management will result in a more productive and receptive team. Provide regular training and support to managers to help them lead and manage diverse teams. Offer them guidance in acknowledging and utilising an individual’s strengths and motivations no matter what their age.

Research and behavioural analysis: Unfortunately, a multitude of tools have emerged helping applicants to develop their CV’s which increase online visibility. Often these CV’s are a by-product of these tools rather than a true reflection of the candidate.

Use pre-employment interviews to encourage a more accurate overview of your applicant, helping to identify key motivators and strengths, customer service orientation and skill sets. This will help develop your recruitment and selection process and subsequent training.

Communicate your company’s culture: When developing your employer brand think about the environment your candidates will be working in. Your company culture should accommodate a multitude of ages, not just one selective group. A shift in engagement has encouraged companies to embrace a more collaborative and open environment. The recruitment process can help you assess how people view your company externally and how you are positioned against your competitors.

Millennial facts

And just for fun…here is a collection of ‘Millennial facts’ showing how age can be immersive instead of a hindrance:

• 45% believe a decent paying job is a “privilege”, not a “right.”
• 64% of Millennials would rather make $40,000 a year at a job they love than $100,000 a year at a job they think is boring.
• 88% prefer a collaborative work culture rather than a competitive one.
• 74% want flexible work schedules.
• 80% of Gen-Y say they prefer on-the-spot recognition over formal reviews; they feel that this is imperative for their growth and understanding of a job.
• 70% have “Friended” their managers and/or colleagues on Facebook.
• 71% don’t always obey social-media policies at work.
• Millennials have an average of 16 co-worker connections on Facebook.
• 69% believe office attendance is unnecessary on a regular basis.
• 35% of employed Millennials have started their own business on the side to supplement their income.
• 84% say that helping to make a positive difference in the world is more important than professional recognition.
• 41% of Millennials have no landline at home and rely on their mobile phones for communication.
• Millennials value community, family, and creativity in their work.

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At ClearVoice Comms, we are experts in delivering employee engagement and communication strategies that inspire your people and transform your business. We influence change through the power of communication to improve your company’s performance. For more information or help with talent recruitment and onboarding, call or email us today and let us show you how the power of communication can engage your employees and change your business.