As a society, we tend to label the generations, such as the Baby Boomer generation who are often characterized by their nonconformist style and massive numbers or the Generation Xer’s who are sometimes labeled the forgotten generation. And then there is the sought-after Millennials which are described as tech-savvy and innovative generation. Despite the variety of labels, these generations have been given over the years, there is one thing they have in common—they each require a different approach to recruiting.
Today I want to focus on Millennials. With the paradigm shift that’s happening in the workforce, according to the Harvard Business Review (2012), Millennials are predicted to “make up 50 percent of our workforce in the next four years.” With that jarring statistic, many companies are frantically searching for the right mix to recruit and hire this youthful generation. That said, in order to target them effectively, companies need to understand what motivates them. According to The 2020 Workplace: How Innovative Companies Attract, Develop, and Keep Tomorrow’s Employees Today by Jeanne C. Meister, there are several key factors that drive Millennials. See the featured list below and tell us what you think.
– Customize their Experience: There is not a cookie-cut formula with any of these groups and Millennials is at the forefront, expecting relevant options from potential employers. Whether its benefits, flexibility or a better job description, Millennials want their needs heard and met. Employers will need to assess these wants and needs based on their industry’s trends to find the right balance between what works for their business and what will make a millennial candidate content.
– Corporate Integrity: Bad business practices and poor corporate culture are a “no no” for this generation. The age-old fat cat syndrome where executives disregard best practices and lack integrity in how they treat customers and employers is no longer acceptable to this group. If companies want to attract top millennial talent, they will make sure their corporate integrity is up to par.
– Digital Gurus: This group is not only savvy with their technology; they demand it from their employers. Millennials will most likely gravitate towards employers who can offer them the technology that they want, when they want it.
– Flexibility: Work-life balance seems to play a big part in all the generational groups these days. Because this group is poised to take a significant stronghold in the workplace, companies must modify their traditional workplace schedule/practices and find happy mediums with work flexibility.
– Innovation: Millennials are drivers of innovation. They want to learn the processes and systems within an organization and have the opportunity to make them better. Companies need to look for ways to push for innovation in order to stay relevant for this group. Not only will innovation attract millennial talent, but will encourage them to stay.
Money and benefits are equally important to this generation, but Millennials are willing to trade for certain things in order to get what they want. If you’re still puzzled about targeting this group, or feel your efforts thus far are proving futile, find a knowledgeable partner to help guide your recruiting efforts better.
What sort of characteristics are you finding is more common when you recruit Millennials?
ABOUT THE AUTHOR, Ingrid Moore
Ingrid Moore is the Founder and CEO of Corporate Resources of Illinois, an employment & staffing agency with over 20+ years’ experience located in Schaumburg, IL. Ingrid and her team assist employers with finding the right hire for their business. For more info, follow us on our LinkedIn Company Page, or follow us Corporate Resources of Illinois‘s Google+ page.
