Kickfannie Ask the Recruiter

by Stephanie Eberhart for Kickfannie Operations

Six Key Elements You Need to Attract Millennials

Millennials are defined as the generation of people born between 1980 and 1999. With baby boomers retiring at record rates this is a group of people that you will want to get to know and to learn how to recruit as they will be the most available and qualified generation in our work force and highly sought after by your competitors

This group of potential employees was raised with technology in their hands, are typically well educated and are used to working in collaborative work environments.

While they appreciate a good salary there are several other factors that millennials typically look for when interviewing prospective employers. Yes, I said “interviewing” as the millennials are extremely careful about selecting the best employer to meet their needs and typically do not jump at just any opportunity. The key to attract them is to offer the best total package that a company can which includes things such as pay, benefits, work environment, company culture, leadership style, community involvement and corporate social responsibility. They want to make sure their work has purpose and that they are contributing socially to the world outside of their office walls.

1. The first and probably most important element of attracting the millennial generation is to have a social media strategy. Since millennials have grown up with technology, they are tied to it and use it to look up, verify and find almost all of their information. Whether it be their lap top or their smart phone they are never far from it. It will be important for you to use Linkedin, Twitter, Facebook, Google + and a very strong company website to attract the top talent. Your ability to connect socially will be their first tip to whether your company is cutting edge. Your website should speak to your culture, products and/or services, leadership and community involvement. This will all give the millennials a sense of who you are and what your company represents. Make sure your information is always up to date.

2. The second important element in attracting millennials is to be able to share your company’s purpose. Millennials want to know that their work has meaning and that they are serving a greater purpose. Every company’s work has meaning or it would not exist. Take the time to be able to articulate your purpose well and make sure that all of your employees can too. The millennial will want to speak to several team members before taking the job and in doing so will explore whether the company truly has purpose and passion or if you are just writing words on your website.

3. The third element is to build a relationship with millennials before they join the workforce. Many of us have joined our current employer because we were referred by a friend, co-worker of family member. Millennials are great networkers because they are connected, share information and want to help each other. Develop a strong college recruiting program with universities that you want to attract talent from. Build an internship program that hires millennials and allows them to see what a great place your company is to work prior to them graduating. Make yourself available for informational interviews that so that your company gains more exposure to the upcoming workforce. By being proactive you will be laying the foundation to attract your future workforce.

4. The fourth element is to offer flexible work options. The millennial generation does not want to be chained to a desk from 9-5. They want to blend their personal lives with their work lives. This does not mean that you need to cater to their schedule. If a position can offer the flexibility to work remotely a few days a week then give them that option. Millennials love to feel empowered and trusted. If their work can be completed in four longer days, rather than five then allow them the ability to take a three day weekend once in a while. If a position allows for varied start times then allow them to come in at different times. By showing and allowing flexibility they will be more attracted to your company and ultimately want to work hard to maintain that flexibility.

5. The fifth element is corporate social responsibility. Whether your company is able to offer a robust and well defined corporate social responsibility program or you simply plan a community outreach event a quarter this will be an important element in attracting the millenials. In addition to their work having purpose they want to know that they are contributing to the greater good of mankind. Supporting charities, feeding the homeless, building housing, collecting gently used books for libraries are all great outreach efforts that get your staff engaged, strengthen a team spirit and make people feel good. Be the leader in wanting to make a difference in your community.

6. The sixth element is to stay connected to the millennials. Whether you hire a millennial or you or the millennial passes on the position your company is offering remember to stay in touch! Millennials have vast networks and information travels in seconds. If you want to share a job, information about a new product or service or an upcoming company event you would be smart to develop a plan to stay connected to the millennials that you have met. They are our best social media outreach network and that is how they like to share information.

In closing sometimes it is best for us to adjust our strategy rather than ask our prospective employees to adjust theirs. We want millennials and we need millennials to infuse good ideas, good energy and to be the future leaders of our companies.

About the Contributor

Today, Stephanie is the Co-Founder and Managing Partner of Talent Remedy. Talent Remedy is a full service recruiting firm supporting businesses around the United States placing exceptional talent. They believe in taking the interview process beyond the job description and truly understanding the needs of the role in both the immediate time frame as well as the future. She understands filling positions is not just about skills, it's also about finding the right cultural fit for your organization. Learn more about Talent Remedy at www.talentremedy.com

Submit Questions for Stephanie to answer at AskTheRecruiter@kickfannie.com