Everywhere you look online, someone (or some company) is making assumptions about the millennial generation. However, just as with any other generation, generalities and assumptions can be unfair and misleading. People aren’t simple enough to be labeled or categorized, and millennials are no exception. Don’t let this frighten you, but being millennial doesn’t actually mean much.
The millennial candidate pool consists of those born between 1982 to 2004. This means that we’re talking about individuals who are in their early-to-mid thirties, twenties, and most teenagers. Not all of these groups may appeal to your job vacancy, nor do they all come to mind when you think of the ideal millennial candidate. Most likely, you’re thinking of those individuals who are out of college but do not have 10 years of work experience to call upon. You want them because they’re vibrant, tech-smart, and think outside the box – but what do they want from you? The best way to reach these coveted millennials is to get to know them one-on-one – just like any other candidates – but you have to get their attention first! Here are some dos and don’ts to make millennial recruitment easier.
Do: Reimagine the Recruitment Process
Although many millennials are as traditional as the generations before them, many more are chucking the status quo in favor of what works now. This includes overlooking jobs with lengthy application processes and preferring phone or Skype interviews to the real-deal until things get serious. A 10 page app – even if it is online – will get the X.
Don’t: Skimp on Culture
In general, millennials are allergic to the cubicle nine-to-five. If you can offer up flexible hours, work-from-home Wednesdays, or any indication that you’re not-so-stuffy, their ears will perk up. But beware: Though millennials are scoping for fresh and creative companies, Mom and Dad’s perks like medical insurance and 401K are also on their radar.
Do: Scope Socially
LinkedIn and Twitter are the two main social media platforms used in job search in 2016, and they both work two ways. Use the right hashtags or other keywords to place yourself among other openings and get noticed by millennial candidates. However, don’t forget that your candidates’ profiles are also fair game. You can scope for potential candidates by searching for hashtags such as #hireme on Twitter or looking for specific skills such as “Customer Service” on LinkedIn. Step up your game by taking the time to send a personal message or make a connection. They will appreciate the human feel.
Don’t: Be Afraid to Ask for Help
Millennials span in age from barely hirable to mid-career parents & homeowners. This is a large group of people with a variety of job-seeking needs and preferences. Why navigate this candidate pool alone? The expert recruiters at The Reserves Network have crafted relationships with the top millennial talent. We can connect you with the candidates your company needs to stay on the cutting edge. Contact TRN today to learn more!
