They are often called Generation “C.” The “C” stands for “connected.” Millennials have had devices in their hands since they were toddlers, and they connect with friends, businesses, and larger communities via these devices. And this is just one factor that corporate recruiters must take into account when courting millennials. There are others:
- Physical and social/emotional environment is important
- Perks are more important than salary
- Company social responsibility is a must
- Company “culture” must be open, where innovation and diversity are valued
- They want to collaborate
- They want flexibility
It is no wonder, then, that millennials list as the best places to work, companies like Google, Microsoft, Apple, and Proctor & Gamble. These corporations “get it” and have put into place all that millennials are looking for. You may not be able to do everything that these giants do, but putting as much as possible into place will attract the best millennial talent and, more important, retain it.
Recruitment Should Be High-Tech and Social
Paper resumes emailed to HR offices do not give a full picture of a candidate. They are “flat” single modes of communication and do not show personality and enthusiasm. For this reason, many companies have adopted video resume requests and video screening interviews. Millennials like this option and see companies that do this as “progressive” – they like progressive.
And while companies certainly continue to advertise openings on their websites and on some clearinghouse sites like Monster.com, they are increasingly going where millennials are – Facebook platforms, Twitter, and LinkedIn. These platforms can not only advertise open positions, but they can also provide a “feel” for company culture.
The Office Environment should Be Millennial-Friendly
Open space is important, as opposed to cubicles. It promotes collaboration, communication and relationships. Adding plants and more natural lighting is also important.
While the giants have fitness and day care centers, smaller companies can support fitness club memberships, assist with day care expenses, and hold events and activities which bring staff together and promote camaraderie. There should be places for employees to gather that are inviting and open – not the ugly old staff lounges that are traditionally provided.
Get Creative About Benefits Packages
The current economy is not lost on millennials. They know that salaries are pretty flat; however, they also place lots of value on perks that are not just money. Some companies have wine and juice bars and free snacks in conversational pod areas, encouraging employees to socialize and brainstorm/collaborate in a more social setting. A few even offer pet-sitting or art/music classes.
While older generations often think such perks are frivolous, some research definitely indicates that employees are far more productive and loyal when they find a workplace that values more than just task assignment and completion. People do not shut off the other parts of their human needs at the office door.
Offering unlimited sick days tells this generation that you trust their judgement and that you value health and wellness.
Another benefit that will excite millennials is flexibility of work hours and places. Millennials want to be judged and evaluated on what they produce, not how many hours they spend at the office. This will require a paradigm shift for Generation “X” and remaining baby boomer executives who have always valued the employees who put in long hours at the office. Technology makes flexibility entirely possible and practical now.
Encourage Community and Company “Entrepreneurship”
Millennials like to play active roles in human/community improvement and in change within the companies they work for. If they are given opportunities for these activities, and their ideas are heard and taken seriously, they will be loyal, innovative, and contributing members of change efforts. Letting recruits know up front about your socially responsible activities will increase their interest in your organization.
Remodel Your Website
One thing that companies forget about is that the first thing millennials will do when they hear about an open position is check out the organization’s website. Yours needs to be inviting and demonstrate that employees love their workplace, have ample opportunities to contribute and to collaborate with their peers, and that you encourage innovation.
Millennials are highly social too – they will use social media to get a better picture of you. A presence on LinkedIn is a given, but a Facebook page can be just as important. Here, you can celebrate employees, show off your participation in local, national, and even international causes, and give your company a personality that appeals to this generation.
Take a Less formal Route to Recruitment
Using video resumes and screening are certainly a part of the effort to become more informal. Once there is an interest on the part of both parties, using social media to continue those recruitment efforts can be valuable too. Sending a text or a message through social media to invite a recruit to a company event, for example, is informal but welcoming too.
You may never be an Apple or Google. But you can take some lessons from them as you develop your recruitment and retention strategies and plan changes for your workplace environment.