How to Recruit Millennials

The millennial generation is a unique group of employees. As of 2017, they have become the largest generational group in the United States’ workforce, officially surpassing Generation X employees in number. To keep up with the shift in personnel, human resources directors have been adapting their recruitment methods accordingly.

Understanding millennials

As a general rule, people between the ages of 22 and 37 view their work as something more than just bringing home a paycheck. They expect to be treated with respect, enjoy the camaraderie of working in teams, they look forward to opportunities where they can expand their knowledge base, and they want to feel like their work is meaningful to their company or organization. Millennials also value their personal lives more than their predecessors and in turn, expect employers to give them more work-life balance opportunities.

How human resources should deal with the change

To keep up with the current trends, the recruitment process for the tech-savvy millennials requires social media and recruitment sites to spread awareness for job posting, which are also mobile optimized. Millennials are often attracted to employers who allow them to work remotely. Most importantly, companies should create an environment that makes their workforce feel important, and gives their workers the autonomy to make their own decisions as long as they are within their job responsibilities, and caters to the needs of this generation in order to increase their capabilities.

Millennials are relatively open about what they want and expect from an employer. They may seem demanding, but they take a lot of the guesswork out of the hiring process. A company that is well-prepared should have an easy time recruiting younger talent. It’s key for companies to foster a culture in line with millennial expectations if they want to stay in the game.


3 Tips for Recruiting Talent in a Changing Economy

Unemployment is at an all-time low, and that’s reason to celebrate, right? The answer is yes, unless you’re a company in need of new talent. The unfortunate reality is that when unemployment is low, recruiters have a harder time hiring top talent. However these challenges are merely opportunities for recruiters to think outside the box and get creative.

STEP ONE. Research the kinds of perks, benefits, and environments potential applicants are looking for. Nowadays, candidates—especially younger ones are seeking positions that can not only allow them to pay rent and buy groceries, but that also afford them a pleasant work enviornment, company culture and good benefits. Therefore, job postings that focus on benefits like free breakfast, 401Ks and break rooms with ping pong tend to receive stronger responses compared to those that only list potential salary.

STEP TWO. Consider the reach of your posting. If job seekers can only apply through your website, chances are you’re going to get fewer applicants. On the upside, listing jobs only on your website limits your recruitment pool to candidates who are extremely interested in the position. However, this sort of awareness limits candidate options greatly. For the best results, consider branching out and posting job openings to recruitment sites like Indeed, Monster or LinkedIn, which provides job seekers and recruiters with more options.

STEP THREE. It’s not enough to post a job opening that is only desktop friendly. To maximize interest and candidates, your job posting needs to be responsive. Applications with long surveys and too many repetitive questions discourage applicants. If you were applying to dozens of jobs every week, would you want to fill out multiple applications that take thirty minutes or more? Probably not. Encourage more qualified candidates to apply, through a short but thorough application, while including approximately how long the hiring process will be.

With these three techniques, you’re on your way to improving your recruitment process one job posting at a time. Recruiting qualified candidates takes time, but with these tips you’re sure to find great talent, even when great talent is hard to find.