Millennial Talent: 3 Tips to Keep your Recruiting Strategy Relevant
No matter what your industry, if you’re tasked with recruiting for your company, you better be thinking about how to attract Millennials.
First of all, it’s a numbers game. It’s been reported that people born after 1983 will make up 75% of the global workforce by 2025. If you want a slice of the pie, you’ll need to understand what appeals to the current generation and adjust accordingly.
Secondly, and perhaps even more importantly, Millennials make a dynamic demographic that can help bring your company’s work to the next level. The most global-minded and interconnected generations yet, these groups of workers are self-motivated by an ingrained and undeniable entrepreneurial spirit.
So, how do you get them to join your candidate pool? Consider these three tips.
Broadcast the Bigger Picture
According to the Deloitte 2015 Millennial Survey , 60% of polled Millennials stated that a “sense of purpose” was one of their chief concerns when choosing a workplace. In other words, the newest generation of workers is expecting more than just a paycheck. They want to feel like part of a team that’s working to achieve a goal that transcends their day-to-day tasks.
Warby Parker’s mission statement does a great job of communicating the company’s sense of purpose: “Warby Parker was founded with a rebellious spirit and a lofty objective: to offer designer eyewear at a revolutionary price, while leading the way for socially conscious businesses.” This jives with the language that pops up in the header of their jobs page: “We think big, and we're looking for team members who think bigger, move faster, and work smarter than the average bear.” Applicants can’t help but get the message: working for Warby Parker is nothing short of joining a revolution.
Communicate Your Value Proposition
When marketing to savvy consumers like Millennials, make sure you’re clearly communicating the perks and benefits that are most appealing to this group. Health, dental, 401k – these are all important, but they’re generally expected. Do you offer flex time or the opportunity to work from home? What about continuing education and mentorship opportunities? Is there an interesting office quirk or social activity that your current employees love? (Think intra-mural dodgeball or Google’s famous Lego room). Applicants know that the work day is getting longer and the lines between personal and professional life are becoming more blurred. Many will consider these kinds of non-traditional benefits, many of which make daily work more interesting or enjoyable, when deciding where to apply.
Posting on traditional job sites should only be one part of your bigger sourcing strategy. Be sure you’re utilizing your company’s beautifully designed, mobile-optimized website and social media channels, as that’s where many millennial jobseekers will head first. Work with niche sites that specialize by geographical location, industry or job function. Many job seekers have abandoned the bigger job boards, which require endless sorting and filtering, for sites that have fewer, but more relevant posts.
And don’t forget the power of actual human interaction! Your current staff of vibrant and engaged employees is an incredible recruitment resource. Create a council of ambassadors (bonus points if they’re also Millennials and get their thoughts and ideas for recruitment. Release them onto college campuses, allow them to host tours and info sessions and make them available to field questions from recent college grads who are interested in working for you.
So, what’s the verdict? Does your recruitment strategy pass the test for attracting Millennial workers? Or do you still have some fine tuning to do? Let us know what you’re doing to make sure the most talented candidates are applying to work for your company.
Jenessa Connor is a Brooklyn-based freelance writer and young adult author. If you don’t find her in front of her computer, check the local movie theaters and restaurants, Prospect Park or the gym at CrossFit 718.