Millennials have got a bad reputation. They are unfairly judged as being lazy and entitled. However, they have mastered the art of working smarter not harder, and they are not afraid to think outside the box. What’s more, they are masters of social media and technology, and they are also keen to lead, even if they are not in a leadership position. There are, in fact, many benefits to employing millennials within your organisation. If you haven’t employed from this pool of talent before, there are some things to consider that will help attract them to your organisation.
Use social media
It shouldn’t be a surprise to learn that millennials are extremely active on social media, and not just sharing updates with friends and family. Those that are actively seeking jobs will check out LinkedIn, join Facebook groups, and they will leverage other social media opportunities. Consider paying for LinkedIn job ads, and even a Facebook ad campaign, to help promote your listing to the younger generation.
Be active on the social media channels that matter to millennials
Millennials don’t just use social media for job hunting, and many will use their favourite social media channels to research your company. Pinterest, Facebook, YouTube… share company updates on these sites, show what life is really like working for your organisation and be honest. The younger generation seemingly have an incredible knack for spotting fake social media updates.
Optimise for mobile recruitment
Whether your prospective applicants view an open position on your own site, or they see a job ad on another website, they will visit your site. Most of them will use a mobile phone to do so. All companies are encouraged to optimise for a mobile user experience, and this is especially true if you are attempting to attract the tech savvy younger workers. Reduce page load times on mobile devices, consider offering an app, and get image heavy. Run your site through Google’s AMP, or ask a developer like recruiterweb.co.uk to help set up a powerful, mobile optimised experience to benefit all your visitors.
Millennials are routinely accused of being selfish and, to some respect, this is true. They are all about getting what they can for themselves, but they also want to experience a team environment. They are coming from an environment surrounded by friends and peers. If your company has a similar culture, then it will feel like a home from home. They will be able to see themselves working as part of the team that you build. Promote the social aspects of working for your organisation, as well as the professional aspects, and remember that this “selfish” group of individuals also want to know that the company they work for gives back to the community around them!
They are happier behind a computer screen than in person, and while you will almost certainly want to ensure that any candidate has face-to-face interpersonal skills, you can set up personal interviews for a later stage in the recruitment process. Use video interviews and Skype calls to screen potential candidates. These take up less of your time, and less of the candidates’ time, and it shows that you have a good grasp of modern technology – something that a lot of 20-somethings are looking for in a prospective employer.
Don’t wait until candidates are looking for a job before you approach them. After all, this is a generation of people that feel like they are entitled. Approach them before they even start looking, make them feel special, and give them something to brag about. Get involved in online communities where millennials reside because by developing a relationship this early on, you could find candidates that aren’t yet even in the job market. Those that don’t instantly answer your career calls will know who you are at a later date.
Be visual heavy
20-somethings spend a lot of time online, but they are a lot more comfortable with graphics, images, and videos than they are with large blocks of text. They have grown up in a generation where pictures and videos are shared and viewed by all of their friends and people in their age group. If you want to find some of the best candidates for open positions, from a younger generation, don’t be afraid to utilise hero images, pictures, and videos in order to grab their attention.
Personalise your brand
Don’t be a faceless organisation. Get in front of the camera yourself, or get the peers of your next generation to video blog. Record footage from your social events, take photos of new starters in the office and share all of this information with the world. When your potential candidates start to dig around in order to get a better idea of the company they are applying to, they will be able to put a face to the company name and they will feel more attached.
Try to be flexible
Nothing will deter a millennial from applying for a job more than a standard 9 to 5 position. This particular generation is not afraid of putting in the hours, as long as you are willing to be flexible in return. Allow some work from home, offer the opportunity to have time off, and consider additional flexible working arrangements. Companies like Virgin, where staff can choose their own holiday entitlements, are considered cool places to work, and if you can offer a fraction of this entitlement to the younger generation, you will have a greater chance of landing a lifelong worker.
Make your office “Super” appealing
Similarly, they also like the appeal of offices like Google and Spencer Ogden, where there are break rooms and relaxation pods, so go the extra mile with these elements in a bid to try and encourage potential candidates to work for you. It may sound like you are bowing to their every whim, but doing so could land you a team of highly motivated, modern, tech-savvy, and highly engaged employees that potentially have 30 years of work in them.
Please note I am Dyslexic and in my form I am blind to grammar, and sometimes I get my fors and fours etc backwards. I am not stupid in fact my IQ and EQ (see I meant EI) are both quite high. Please keep that in mind when you read my mails. Some also mistake my short emails for bluntness, when in reality I am conservative with what I write to avoid too many mistakes.