How to Recruit (and Keep) Millennial Employees

How to Hire and Keep Millennial Employees

Now the largest segment of the US workforce, Millennials are changing the way companies recruit and retain top talent. In a rapidly growing, competitive job market, Millennials are looking for a job that not only fulfills their salary requirements but one that aligns with their passion. A position usually needs a positive environment, room for growth, and flexibility. These values are listed over and over again on Millennial “must-have” lists. But before you can interview the perfect candidate, the biggest hurdle can actually be the application process itself.

By using slow, outdated, and off-putting hiring methods, businesses are failing to recruit well-qualified candidates – and too many jobs remain open. The process has gotten so painful that, according to a recent survey by AllWork and Women’s Marketing, 42% of Millennials would rather sit in traffic than have to look for a job. That’s pretty terrible.

This new generation isn’t just seeking a job, they’re looking for an employment experience with a brand that shares their career philosophy. This changes how they approach a job search as a whole. So, where does a company looking to make a new hire go from here?

Millennials Want Feedback!

The standard application process is broken. Millennials want to feel more engaged when applying for a company. If the process of looking for a job is impersonal, they feel as though the job itself will also be impersonal and you’ve lost the battle before it has even begun. 56% of millennial job-seekers said the very worst part of the job hunt is a lack of response and communication from a company. While 38% felt that filling out impersonal online applications felt like a waste of time. The answer to this problem is an age-old one: communication.

Being transparent with a candidate during the stages of their interview process is key to building a good relationship and keeping candidates engaged.

The Interview Process

Nothing is more frustrating to a candidate than being left completely in the dark on the status of their interview process. Even if this was covered in a phone interview, it’s still important to update them on where they are in the process, any next steps, and what an overall timeline would look like. After all, every company is different and while a six-day hiring period may be normal at some companies, a six-week hiring process may be the standard at others. In most cases, candidates won’t mind the process, as long as they know what they’ve signed up for ahead of time.

Update Them on Changes

Don’t forget to keep a candidate in the loop on any changes or setbacks! Maybe you’ve had to put the hiring process on hold or maybe you’re unexpectedly out of the office. A quick email will let a candidate know if this is the end of the process or if they will continue but with a delay. Not hearing from a recruiter at all will make a candidate move along and you’ll lose out on the opportunity to continue the interview process with them at all.

Everyone Appreciates a Thank You

I’m sure that when you receive a lovely thank you note from a candidate, you always appreciate them going the extra mile. Well, the same goes for the recruiter! Even if they haven’t been hired, thanking them lets them know you value their time. After all, you never know when that candidate could all of a sudden become the perfect fit for a new role!

Be Accessible

While it may seem obvious, simply offering up the opportunity for candidates to ask questions (at any point in the interview process) can go a long way. Knowing that they can contact you with any concerns or even provide feedback will make the hiring process feel much more personal.

Train & Retain

While Millennials have garnered a bad rap for changing jobs at a frequent pace, loyalty is a two-way street. Now that you’ve made a hire, the next important step is keeping your new employee engaged. And what do Millennials want the most? The answer may actually surprise you. No, it isn’t free pizza and bean bag chairs (although, sure those may be nice additions). What they actually want from a new job is much more basic. They want proper training, proper equipment, and lots of opportunities for growth. In fact, nothing will make a new hire more discourage than lack of training and organization within their first week of work at a new job.

The onboarding process offers the perfect opportunity to instill the excitement and passion needed for a Millennial to settle in for a long-term career with the company.

It’s a Team Effort

The best way to ensure a seamless onboarding experience is to get existing employees in on the process. Make sure to set up time for your new hire to connect with a manager or long-standing employee. This is the quickest way they’ll be able to learn the ins and outs of the company and culture and they’ll have a nice warm welcome to the team.

Give Gear

Nothing communicates “we forgot you were starting today” than not having the new hire’s gear ready. Ensure all company-issued hardware and devices are live and pre-loaded with the new hire’s favorite utility applications.

Explain Expectations

The need for communication doesn’t end at the interview and hiring stages. In order for new hires to succeed at their job, they’ll first need to have a basic understanding of their responsibilities and the way they’re success will be determined. Providing a clear introduction to the role and overview of their responsibilities will go a long way.

Retaining top talent is always tricky but providing them with reasons to feel inspired about the company’s direction and their career future will ultimately lead to best retention rate possible. Make sure you provide access to resources needed to ensure new hires have a clear sense of how to excel in their position.

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