The millennial generally does not have a positive reputation. This is because people view them as lazy and unrestricted. But, if you actually think about it, they can be an asset to any company or organization. They have the skills important for a successful employee – passionate, entrepreneurial, independent thinking, and tech-savvy.
The future of any organization’s workforce is the millennial. According to Forbes, 75% of the workforce will be millennial by 2025. The struggle for most employers is no longer understanding whether there is a need to hire the millennial or not.
The challenge lies in ‘how to attract the millennial to your organization and how to retain them for longer?’ We’ve identified certain factors that the millennial look for when joining an organization. Take a look at them and understand how you can make a difference:
A lot of professionals today look for a higher or steady pay in return for work. They do not focus on their passion. The millennial, on the other hand, are different. They value meaningful and fulfilling work. They need something that drives them and excites them with passion and purpose.
Make sure that you communicate this to the millennial right from the recruiting phase. Highlight the company’s mission and how the candidate can contribute to the growth of the organization.
A company driven by purpose is able to entice purpose-driven people. Make employees understand the grander vision of your organization and show them that you’re ready to give them the platform they need to achieve bigger ambitions.
The millennial need a balance between work and life. They prioritize time with family and friends and appreciate a schedule that gives them the opportunity to fulfill their responsibilities in other areas of life as well.
If you are flexible and allow employees to have control over their work and timings, you will be able to entice the younger generation. According to data derived from a study by The Office Club, job satisfaction begins to rise when employees have control and autonomy in their positions.
Some interesting ways to give employees control include flexible working hours (they must complete 8 hours, what time they enter and when they leave doesn’t matter); one day for work from home per week; one-hour waiver on two days of the month etc.
Many organizations ban the use of social media during office hours. This is because the medium is seen as a distraction. However, the truth of the matter is that the millennial can reconsider working with your company due to this restriction. The millennial need their freedom.
Use this requirement to your advantage. Encourage the millennial to use their social media for the purpose of your promotion. Make them the brand ambassadors. They have extensive knowledge of the medium and can help attract fans.
Build your brand awareness with the help of this tech-savvy and socially active generation. With the right guidance and leeway, social media can become a win-win for you and your employees.
The time for a one-size-fits-all interview is gone. Millennial candidates need more information and this must be made handy for them. Make your online job descriptions more detailed. Add information about company culture with job responsibilities.
Have a separate section on your website or blog with your policies, photos, and employee feedback. Let the millennials get a sneak-peek of your organization before stepping in.
The language of your human resource department may also need a revision. The millennial with their core competencies view things differently. Plan everything in a manner that can engage them. Identify what millennial employees are looking for and what your organization can offer to them.
A Final Thought
There are lots of millennial job seekers today. But attracting and hiring these independent thinkers is a difficult task. Make the suggested tweaks to your hiring process and this demographic will work to your benefit.
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