They thrive in a multi-media environment; crave flexibility, require frequent feedback and find success lies in an environment of collaboration. This is Generation Y.
Born from 1982-2000, Millennials are the next generation set to succeed Baby Boomers as leaders in the workforce. With 10,000 Baby Boomers retiring each day, HR recruiting executives are faced with the critical task of grooming Gen-Y leaders.
As an executive recruiter in the Human Resources field, I am often asked how to effectively recruit top talent in this demographic. While some HR discussions revolve around adapting to the changing demographics, I have found that understanding and embracing Millennials’ approach to career progression is key to engaging successful recruitment and management strategies.
To attract and hire the very best this generation has to offer, I have developed a set of recruitment guidelines to assist you.
Think like a Millennial to recruit a Millennial. You won’t find the premier Gen-Y talent on job boards or from classified ads. They are already gainfully employed. This generation will seek you out directly. They follow companies and leadership teams on Twitter, seek introductions through LinkedIn, and expect to hear back when they reach out. Not understanding the Millennial mindset or not having a credible social media presence will put your organization at a decided disadvantage.
Establish a credible relationship when recruiting and interviewing. According to the Pew Research Center, Millennials are five times more likely to leave their jobs if they have a poor relationship with their manager. The same holds true during the recruitment process. If you don’t build a foundation of trust and respect, candidates are likely to look elsewhere. Evaluate your candidate response process to ensure you’re providing the communication loop Millennials seek and talk to your Marketing team about how to marry corporate social media programs with recruitment and hiring efforts.
Give social media its due focus and rigor. A company’s reputation is critical to successful recruiting, especially online. Millennials turn to LinkedIn, Glass Door, Twitter and Facebook for information and insight. The employer/employee relationship has become far more transparent, and social media gives Millennials unprecedented reach and volume. Engage your current employees in your recruitment efforts. With employees on your side, social media can be a real asset. Consider your social media presence as an important brand extension for Millennials and develop content accordingly.
A number of significant Millennial characteristics impact your recruiting, hiring, and managerial methodologies. As you reevaluate your hiring strategies, I invite you to learn more about this generation of professional talent in my white paper Catering to Quality Candidates: Targeting Gen-Y in Your Recruiting and Hiring.
Millennials are the upcoming generation of professional leaders, and these guidelines serve as an important framework in your efforts to recruit the best for your company. By understanding the inclinations and perspectives of the next great generation of talent, you empower yourself with the tools to succeed.
I’m interested in hearing your thoughts and/or experiences around recruiting, hiring and managing Millennials. Share your stories with us here.
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