In general, millennials don’t think too far ahead. You may encounter a blank stare when you ask them, “where do you see yourself in 10 years?” Instead, ask, “what is your dream job?” and correlate the answer with the job offer. In addition, ask questions like, “how do you handle failure?” or “what is your expectation for this job?” that will address common misunderstandings about millennials.
Millennials aren’t disruptive.
While avoiding stereotypes when hiring employees is difficult, one crucial factor is workplace diversity. This generation of workers is accustomed to technology and a less formal communication style. However, employers should be mindful of millennials’ nuances and expectations to ensure they remain a valuable part of the company for the long haul. Companies should adjust their hiring and training practices to accommodate this generation.
The first thing to consider is their behaviour. Millennials are notoriously political and polarized. In addition, the Millennial generation may demand a flexible work schedule and no health benefits. These are essential considerations when hiring HR managers. In addition, Millennials have very different work styles.
Although millennials aren’t disrupting when hiring human resource managers, employers should ensure they’re attracting the right candidate. This generation of workers is looking for a place where they can grow and feel connected to the workplace. A culture that promotes a sense of community and independence outside of the office is important to millennials. Rand, for example, recommends companies offer flexible working hours so that Millennial employees can balance their lives while working.
If you’re in HR, you’re probably already wondering, “How hard is it to hire a millennial?” This generation, born between the denim jacket craze of the 80s and Michael Jordan’s final championship with the Chicago Bulls, is a bit of a paradox. They’re not quite old enough to be considered a baby boomer, but their unique personality and work ethic are already defining the organization’s future.
While Millennials have become the most technologically savvy generation in the workforce, they are also demanding. Many Gen Z members feel entitled to promotions within six months, and nearly seventy per cent of Generation Z members think they deserve to get them. Millennials don’t consider texting a personal space, so they expect to hear from employers in a matter of hours, not days.
Recruiting isn’t as easy as it used to be. Twenty years ago, a hiring manager could post an ad in the newspaper and wait for qualified applicants to apply. Today, they must do much more to attract qualified employees – especially Millennials. That might mean identifying specific skills and searching on LinkedIn for the right talent. Then, they could reach out to a perfect candidate.
In addition to employing the right methods, HR professionals should also engage Millennials in the hiring process. They are likely to respond positively to genuine questions about their goals. Millennials are incredibly passionate about workplace values, so highlighting the organization’s affinity groups is an excellent way to engage them. Gen Z isn’t into falsehoods and lies. Instead, it shows concern for the candidates and helps establish a bond of trust with the company.
As a human resources manager, you need to keep up with the new generation of job seekers. In 20 years, you could place an ad in a newspaper and wait for suitable candidates to apply. Today, you need to do more to attract Millennials and highly qualified workers. You may have to do more than post an ad to attract them. You may have to look for specific skills on LinkedIn, or you may have to reach out to a perfect candidate.
For example, millennials are more likely to communicate on social media than through traditional methods. Social media has become a common means of communication for Millennials, and HR managers must be adaptable and receptive to these habits. Due to security concerns, organizations are often wary of allowing Social Media access in the workplace. Another reason to be sensitive to their practices is that they use their Own Devices and cannot be separated from them.
Although many people consider millennials tech-savvy, it is not always clear what the expectations are for their abilities in human resources. They live with the latest technology and use social networking sites. Because millennials are constantly checking their smartphones, they can easily be distracted in the workplace. However, employers can attract millennials by ensuring that the company website and application tracking systems cater to the needs of this generation.
They care about diversity.
Millennials are more likely than other generations to value diversity, and that’s a positive sign for HR professionals. Not only does variety increase revenue, but it can also boost employee performance. According to research conducted by the Boston Consulting Group, companies with above-average total diversity had 19 per cent higher innovation revenues. The study also indicated that if a workforce were equally gendered by 2025, the global GDP could increase by $28 trillion. Moreover, companies with a similarly gender-diverse senior executive team can expect to earn 3.5 per cent more money and generate significant financial returns.
To attract and retain the best Millennial talent, HR leaders must understand how this generation views diversity and implement strategies that reflect their values. The Baby Boomer generation, for example, views diversity as being about race. While this may be true a few decades ago, it’s not the same today. On the other hand, millennials want to work in a culture that values differences and fosters teamwork.
A recent survey by McKinsey showed that Millennials want to work in companies with diversity policies. This included employees from minority groups, women, and people with disabilities. Additionally, Glassdoor is accessible by race, gender identity, and LGBTQ+ status, and employees can post their reviews. Using Glassdoor, HR professionals can determine if their prospective employees are diverse. Using software programs such as Unbiasify can reduce hiring bias. For example, Textio is a tool that helps companies write inclusive job descriptions.
They’re open to change.
Recruiting millennials has its challenges. While most millennials have no experience working for a human resource department, they are accustomed to using technology. In the past, hiring managers could place an ad in a newspaper and wait for candidates to apply. Today, hiring managers must do more to attract qualified employees – and Millennials are no exception. To hire a millennial, HR professionals may have to identify a specific skill set, perform a LinkedIn search to find the perfect talent, and reach out directly to the candidate.
Millennials want a sense of purpose in their work, so the recruitment process must appeal to this need. They want to be part of an organization that solves a problem for society. They want to work for a company that gives them professional growth and flexibility opportunities. A hiring manager should offer opportunities for growth and development to millennial employees. Workable is a tool that lets you post a job for free on the top job boards and attract millennials.
Millennials are a generation that will continue to define the organization’s strategy for decades to come. The youngest millennials are still in high school, while the oldest are already in their 30s. HR professionals need to factor this into their hiring process. While there are some negative aspects of hiring a millennial, some positives make them stand out from other candidates.
They’re looking for job opportunities that match their passions.
Millennials are looking for job opportunities that align with their interests, which isn’t surprising given the growing diversity of their workforce. More than half of millennials (47 per cent) work because they enjoy their work. The industry is also highly flexible, so millennials looking for a job should look for a job that matches their passions. Millennials have a wide variety of interests and preferences, and many employers should take note of this.
Millennials are increasingly interested in companies with intense social and environmental missions. They value purpose over profit. They are socially conscious and community-minded, and what an organization stands for is a critical deciding factor in where they work. Indeed, 86 per cent of millennials would accept a pay cut if the company shared their values and mission. Furthermore, millennials value diversity and inclusion.
Millennials and Gen Z are digital natives who actively interact with companies that share their values. They value the freedom to pursue interests other than working. And they also value job security. According to a report by the Cartier-ESCP-HEC Paris Turning Point Research Chair, Gen Z wants a company that reflects its values, mission statement, and an employer’s overall culture.