What makes millennial workers different from those of other generations? Are they the spoiled, self-centered, instant gratification workers as sometimes portrayed, or are they the team-oriented, multi-taskers who are tech-savvy? While it’s possible they could have all of these attributes, only the strategic employer knows how to capitalize on these characteristics.
According to the PEW Research Center, as of 2015 millennials are the largest share of the workforce in the US, ahead of Generation X. As a result, employers need to understand how to best attract and hire these workers. This would not only help support an employer’s diversity efforts, but can help it become an employer of choice beating out its competitors.
Millennials are looking for jobs that offer something beyond a competitive salary, and sometimes they may accept a job with a lower salary if the benefits and other company incentives meet their needs.
Work-life balance and flexibility also rank high. Thus, if a company offers more generous leave than required by law, it becomes more attractive to this generation. In fact, Coca-Cola’s parental leave policy was driven by its millennial employees. The company enhanced its parental leave policy, which extends to both moms and dads, in order to attract millennials, calling it a “great selling point for recruitment.”
So how does an employer reach these workers in order to recruit them? Optimizing technology on mobile and engaging on social media platforms are keys for recruiting the younger generation. In fact, almost 60% of millennial job seekers report that organizations offering mobile recruitment are more attractive to them. By “going mobile” and using social media, employers can reach a wider pool of applicants.
A notable benefit of social media is that it allows employers to reach passive job seekers (those who are currently employed and not actively seeking another job) and build a relationship with them through social media and then recruit them. For instance, an employer can follow an individual’s blogs and then engage with that individual to assess his or her expertise in a particular industry and establish rapport. Employers can also use social media to publicize their diversity efforts, which may appeal to a millennial candidate who is looking for a company that possesses similar ideals.
However, employers need to be aware of the risks when using certain social media platforms in their recruitment efforts. For instance, on LinkedIn and Facebook, individuals post profile pictures, which can identify not only gender, but race and/or ethnicity and suggest their age as well. Denying employment based on information available on these sites may put an employer at risk of a discrimination lawsuit.
For more coverage of attracting and hiring millennials, download XpertHR’s white paper, “Winning the Talent Acquisition War in 2017.” Other talent acquisition trends featured in the white paper include: