Love them or hate them, Millennials are filtering their way into the work industry at full force. Think 85 million strong.
This group, also Generation Y, is comprised of individuals born approximately between the 1980s and 2000s who have often been criticized for their laziness, self-entitlement, and narcissism. Often overlooked is the fact that many job seekers in this generation are smart, motivated, technologically savvy individuals chomping at the bit to get to work.
Born into the age of technology, nearly every Millennial knows their way around anything with buttons, a touch screen, chips and wires. To be modest, their abilities to research any topic, find solutions to your business’ challenges, and to think outside the ole box of convention go through the roof. On that note, they’re also creative. Fueled by a sense of mission, Millennials thrive in work environments that allow them to generate innovative work. In many cases, Millennials are recent college graduates who can offer refreshing perspectives on what consumers and businesses are interested in.
From internships to full-time opportunities, Millennials are on the hunt for any chance to start building their career. Does your recruiting strategy reflect what they’re looking for? Following these pointers will help you attract the top of the Millennial class, as well as keep them from leapfrogging to a new company just after you've trained and developed them.
Be upfront and realistic about career growth expectations.
Consider it something like multi-tasking, a good and bad habit of lots of Millennials — many are geared to prep themselves for future endeavors. This means that although Millennials are focused on tasks at hand, another one of their concerns is how their career will advance them in the upcoming months. When meeting with potential hires, be candid about the steps and experiences that will help ensure success with your company as well as in subsequent roles. Including weekly goals and a reasonable timeline in your plan will drive an even deeper sense of motivation and punctuality. Also, don’t be surprised if you end up becoming a candidate’s mentor and manager. It’s all part of the job.
Give responsibility to get results.
Let’s get one thing straight: Millennials aren’t asking you to hand them the world on a silver platter, nor are they asking to be spoon-fed while you’re at it. Millennials are hard workers, propelled by the appeal of success and having a positive impact on your company. The key to retaining Millennial employees is to continue challenging them with quantifiable responsibilities. Get a feel for your Gen-Y employees’ abilities by doling out mid-level work and gauging how they handle the assignment with their relatively limited knowledge of the industry.
Alternatively, get ready to teach Millennials and to guide them through their mistakes. Just as they are curious to learn more, they’re also fairly new to the game. With a little bit of patience and nurturing, these employees will eventually understand how to successfully and effectively deliver desired results — all thanks to you.
Frequently engage with them for mutual feedback.
If there’s one thing Millennials value, it’s the opportunity to voice their judgment and to receive constructive criticism for contributions. Instill a spirit of constant self-improvement and the idea that by helping themselves, Millennials can help the rest of the team. Encourage and give leeway for creativity; if you let them build it, it will come. Don’t forget to share recognition for notable achievements, especially if it’s the brainchild of the Gen-Y team member. Sometimes, being the center of attention can be a good thing, and will set the momentum for more good things to come.
Many of these suggestions go beyond age and are applicable to amp up your game plan for better hiring and managing skills over any generation. Land an opportunity to hire a Millennial and be prepared for pretty favorable outcomes.
