According to several articles, the rise of the millennial generation will be the downfall of civilization as we know it. However, for those of us living in the real world, we recognize that millennials are the next workforce, and we must start working to understand how to recruit this new workforce if companies are to grow.
So, what is it about this generation that recruiters, HR Representatives, and adult managers have so hard to understand? Is this next generation really different from the previous generation?
The reality is millennials are just like the rest of us, but because of the era they were raised in, they communicate and are motivated differently from their parents or grandparents.
Money is no longer the main motivator
For many years businesses have used high salaries and bonuses to motivate their employees to work hard and as the ultimate reward for climbing the corporate ladder. While earning enough to meet their needs is important to millennials, this new generation is far more interested in making a difference in the world than getting a raise every year. In fact, a survey found that 56 percent of this generation would take a pay cut if it meant working for a company that truly made a difference.
This isn’t to say that millennials are only interested in nonprofits, but HR representatives looking to hire need to be prepared to talk about the company’s broader goals when it comes to making a difference. If an employee learns that a potential advertising company represents a client that offers a truly innovative product or might contribute to a social cause, the recruit will jump in with both feet because their job now has meaning.
Always Up to Date
Today’s new workforce is growing with technology and is highly social. Because of this, they expected to see the companies they interviewed were also active on social media sites. This means actually updating your blog and Facebook page, and then also interacting with potential recruits on a social basis. Instead of relying on career fairs or Internet postings to attract candidates, start interacting with potential employees on Twitter. Yes, you can even schedule an interview or two via social media, because that’s where the candidates are.
Don’t Micromanage
Millennials don’t like being micromanaged. Strict rules, such as working nine to five, taking breaks at certain times or even, in some cases, completing assignments a certain way can keep them in line, but they’ll also be the first out if the work environment is better. offered to them, increases employee turnover. Instead of using strict procedures to drive productivity, managers will get the most out of their millennial workers by relying on results. Instead of focusing on when or how a project was completed, measure performance based on what was completed. You’d be surprised how quickly your new recruits rise to the occasion with their “A” game.
Collaboration is Key
If we were all completely honest with ourselves and our managers, we would admit that taking on a project without knowing why is not the best option when it comes to employee engagement and productivity. That’s why millennials put so much stock in collaboration and feedback. They are looking for a boss who will talk to them and work with them, rather than just giving orders without further explanation. The thing is collaboration is actually better for everyone involved. Instead of just completing monotonous work, new workers can actually start contributing ideas to the company, making them far more valuable.
Ultimately, the key to reaching millennials is the same key needed for every generation: create an exciting place to work and the best hires will come to you.
