4 Ways to Attract Millennial Talent

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With about one-third of the workforce being comprised of Millennials, it’s time for employers to learn how to attract Millennial talent to their organizations.

When a Millennial searches for an employer, there is specific criteria they look for. According to the NSHSS Scholar 2014 Millennial Career Survey, Millennials value employers who treat employees fairly, provide the opportunity to gain skills specific to their career, offer good benefits, and promote a work-life balance.

Millennials aren’t as self-absorbed as society views them to be. In fact, most Millennials want to work for employers who value diversity, are socially responsible, and show respect for each individual working for that company.

If you’re wondering how you can attract your next all-star Millennial employee, here are some tips for targeting young talent:

Foster a culture of social responsibility.

One of the most important values for Millennials is social responsibility. The majority of Generation Y workers want to work for organization that is committed to making a difference in the world.

According to a study by Net Impact, 45 percent of Millennials would take a 15 percent pay cut in order to have a job that make an environmental or social impact.

To attract Generation Y job seekers to your organization, voice your organization’s social responsibility initiatives on your website and career page. This will help Millennials learn about the social good your organization acts upon and how you’re giving back to your community.

Promote work-life balance.

According to Gallup, engaged employees with a lot of flextime had 44 percent higher well-being than actively disengaged employees with little or no flextime.

To attract Millennials to your organization, give them the flexibility and balance they desire. Instead of requiring them to work eight hour days, give them the opportunity to work six or seven our days.

You can also give them perks such as unlimited vacation or exclusive opportunities for entertainment or sporting events. Perks like these make jobs much more attractive to Millennial job seekers.

Give them room to learn and grow.

Millennials often leave their jobs because they feel like they’ve arrived a roadblock in their current job. If you want to retain Millennial talent after the hiring process, give them the opportunity to develop their skills and advance their career if desired.

Research shows 78 percent of workers desire the opportunity to learn and grow within their current job. Consider offering opportunities such as memberships to professional organizations, classes, and workshops to keep Millennials engaged after they’re hired. This way, they won’t feel like the need to leave your organization for new learning opportunities.

Provide mentors for new hires.

Another great way to attract Millennial talent is to give them the opportunity to have a mentor. This is an awesome way to transition them into your organization and provide them with thorough training for their position.

According to a white paper by Achievers.com, 92 percent of the most successful organizations provide mentors for their new hires. By providing a mentor for your new hires, you’re able to align them with your organization’s mission and improve communication during the onboarding process.

When it comes to attracting Millennial talent, Millennials are looking for jobs where they can make a difference in society and have a meaningful career. Through fostering a culture that values social responsibility, professional development, and work-life balance, you’ll attract more young talent to your organization.

What tips do you have for attracting Millennial talent?

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Comments

  1. We pretend that retaining or hiring young talent is different. As if any of the things listed above are unique to their age group. Really, they aren’t. All employees want solid pay for doing interesting work and the chance to have a life outside of work… Really it isn’t hard except the economy has given SO MUCH power to employers over the past 8 years that this seems revolutionary. Now employees are taking some of that power back. Slowly.

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  2. With 1/3rd the workforce comprising of the Millennials, it would seem from the article that there is a huge turnover of manpower in that bracket. So, its really about retention to start with and remodelling compensation packages to meet the needs of this set.

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