How to Tap Into the Millennial Market–Part 2

Recruiting has never been easy. It’s not getting easier. Organizations across the country are facing a double dose of hiring difficulty. The workforce is facing a brain drain as Baby Boomers near retirement. And, as one generation prepares for its exit, another is preparing its entrance. The challenges that this generation brings are novel. Smart recruiters are using creative solutions to manage these new challenges.

  1. Get to Know Them. Recruiting to Millennials means you have to get to know who they are, what they like, and what they are looking for in a career. Before you recruit Millennials, go out and meet some Millennials. Find out what they want from an employer, how they think they would get it, and what makes an organization appealing to them. Remember, Millennials are not motivated by the same things as either Baby Boomers or Gen-X-ers, so before you set out to recruit some Millennials you need to know what your organization has or does to make it attractive to the best Millennial talent.

  2. Think Digital. There is no doubt that Millennials are wired into all things digital. In order to reach the best candidates, you need to adapt your recruiting practices to their digital world. That’s not to say that you need to launch text-messaging recruiting; however, you do need to seriously consider the best way to attract Millennials to your organization. You also need to promote how tech savvy your organization is, otherwise, Millennials will not consider your organization at all.

  3. They are Team-Oriented. Millennials are peer-oriented and are accustomed to working in teams. Instead of trying to recruit a Millennial to your whole organization, consider recruiting Millennials to more discreet areas of your business which already work as a team. Also, make sure when you promote your organization’s atmosphere, you emphasize group dynamics rather than individual performance. Millennials don’t necessarily like to “go it alone.”

  4. They are Civic-Minded. Millennials are likely to grow up like their civic-minded Baby Boomer elders, which means that recruiting Millennials is a great way to boost your company’s community profile. If your business is already involved with charitable organizations, make sure you highlight those efforts when you recruit a Millennial. If your organization is not involved with charitable efforts, consider allowing employees to create opportunities for your organization to do so. The result may be that your new hires are quickly folded into your organization’s culture and they have an immediate attachment with their peers and their new boss. Plus, your organization gets the PR benefit.

  5. They are the Future. Finally, your organization’s leadership must understand how important Millennials are to your business’s future. Despite the bad rap Millennials seem to be collecting (i.e., the new MBA who won’t travel without advance notice or the new hire who won’t look at his Blackberry on the weekends), they are unavoidable. Employee recruiting, management, and retention will absolutely change as a result of the infusion of Millennials into the workforce. HR experts predict that more employees will seek out companies that allow flexible schedules, reward creativity (rather than long hours), and provide meaningful challenges (rather than merely putting in time to climb the corporate ladder). The consequence is employers may need to re-vamp their culture and commit to some of the changes Millennials demand. In short, your organization’s leadership needs to buy into the idea that in order to recruit the most talented new hires, you may need to emphasize different aspects of your organization’s culture and reward structure.

The bottom line is Millennials remain a largely untapped asset and your organization will benefit from their talent. As long as you remain creative and strategic, your company has the opportunity to recruit the most talented Millennials.

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