Dive Brief:
- Millennials make up about one in three of every worker in the U.S. today — and that will increase to nearly three out of every four, reports the Society for Human Resource Management. For this reason, recruiters need to see them for their unique traits, including fresh ideas and desire to share with others, tech-savviness, and more.
- A more personal approach is appreciated by millennials. In a 2016 LinkedIn survey, 93% of millennials were interested in hearing about new career opportunities and 66% were open to having a talk with a recruiter.
- Highlighting and defining career paths, promoting an authentic corporate culture and using open communication are all ways to reel in millennials.
Dive Insight:
Despite the negative ideas that some recruiters believe about millennials, such ideas have long been debunked. Millennials are desirable candidates thanks to their willingness to collaborate, their ability to adapt and their skill with new technologies. They are also generally eager to advance in their careers and they look for companies that are aligned with both their personal values and professional goals.
These tips tap into the positive aspects of recruiting millennials, as well as Gen Z candidates (which either have already or soon will be entering the labor market, depending on which generational theorist you ask). Taking a more personal approach when recruiting can revive a stale process that's getting poor results, and can be a boon to an employer brand.
But above all, millennials want "authenticity." While the real definition of such a word can vary, employers can be "authentic" by practicing what they preach. Benefits, compensation and the work experience should reflect the values the company claims to purport so that the culture the company builds will in turn be welcoming to employees of all age groups.
