Over the past decade there has been a rapid, drastic shift in the way people in American society view work. Many of these changes can be attributed to the late millennial generation entering the workforce. Employers are quickly realizing that working with the late millennial generation poses unique challenges.
Late millennials are demanding very different treatment than their parents and as a result, the culture of work in the United States will never be the same. Although it can be challenging to adapt to the needs of the late millennial generation, these tips for employers should make the process easier.
1. Ensure your company stands out in a sea of technology-driven employers
The days of driving around town and searching for “help wanted” signs in the windows of businesses are long gone. Newspaper job ads are on their way out as well. Recruitment and hiring strategies have shifted drastically with late millennials in mind. The late millennial generation prefers a technology-driven approach to job searching, and as a result of this, companies that don’t keep up with modern techniques may be overlooked.
Many late millennials are conducting their job searches entirely online. In recent years, job board sites have exploded in popularity and have become the preferred method for job seeking with younger generations. As a result of this shift in hiring preferences, it’s important for companies to keep up with what job seekers are looking for. Many successful companies are choosing to ditch older methods of hiring such as putting ads in the newspaper entirely out of fear of looking old-fashioned. This shows how the company’s image has become more important than ever. Employer branding has to be the core of this digital age recruitment.
Job boards and job search apps are proving to still be the perfect ways to find candidates who are knowledgeable about current technology and trends. Therefore it’s important for businesses to appeal to this new generation of job seekers. As modern companies, one of the most important part of employer branding includes having a website with frequent updates. Social media is a useful tool for appealing to late millennials as well.
2. Aim to recruit passive but strong candidates
In recent years, many recruiters have aimed to hire passive candidates. Passive candidates are people who are currently working and not actively seeking a new job. These people have not shown any particular interest in a new company and have not reached out for a job opportunity. However they may be swayed by an enticing offer from a new company if the new job is appealing enough.
From a recruiting perspective, the appeal of passive candidates is that they won’t receive other offers from competitors during the interview process since they aren’t actively seeking a new job. Therefore companies can take their time with the hiring process and make careful, calculated decisions.
Recruiting passive candidates allows companies to carefully “comb through” prospective employees and pick out the best fits for their workplace. Instead of relying on the traditional method of allowing employees to send in a resume and cover letter, companies can take a more proactive approach and choose the candidates themselves. This allows employers to make careful, well-informed choices about exactly what type of candidate they want for their business.
By relying on the traditional method of recruiting, many employers are essentially expecting strong candidates to walk into their hands. Sometimes it’s easier for companies to take matters into their own hands and seek out strong candidates themselves. If employers have a particular set of traits in mind it can be much more sensible to seek them out proactively.
The downside to seeking out passive candidates is that they may truly be happy at their current job and have no interest in leaving. This means that time may potentially be wasted by contacting people who have no intention of switching companies. However if you find the perfect candidate through this recruiting technique, it will be worth the extra effort.
3. Re-analyze your approach to candidate care
The widespread use of the internet as a job searching tool has completely changed the way companies are handling candidate care. In the past it was easier to take a lighter approach to candidate care and focus on other parts of the hiring process. Many companies focused on whether or not the candidate fit their own specific needs and never wondered how they looked in the eyes of the candidate.
It’s important for human resources teams to be completely willing to answer questions. Because of the internet, the late millennial generation has a lot more options for work than past generations. Many millennials are perfectly willing to relocate across the country for the right job, so if a company doesn’t appeal to them, it’s no loss on their part. They’ll simply seek a different company that seems to be more accommodating and has a lot more communication going on.
Now more than ever, companies are focusing on candidate care in recruitment and making the hiring process easier for candidates. There are many steps companies can take to make the process easier for potential new hires. Sometimes, a simple gesture like inserting an “Applicant FAQ” on the company website can be very helpful and appealing. Let’s take the Emirates Group’s Careers page as an example of a good info & FAQ section. However, many companies are choosing to take it a step further than just FAQ page and are putting a lot of effort into caring for job candidates.
There are many fundamentals of the candidate care which cannot be ignored. But the golden rule to good candidate care is to treat people how you would like to be treated. As quoted by Sir Richard Branson, “respect is how you treat everyone, not just those you want to impress.” Therefore, a simple “we will (only) get back to successful candidates” is not good practice. It is not wise to leave your candidates waiting.
Make sure they know you’re perfectly happy to let them know the interview results within the given time frame can make a big difference to your corporate image. It’s important to come across as approachable and caring when hiring late millennials, or they may turn their back on your company and seek a more comfortable atmosphere.
By taking a modern look at employee recruitment strategies and abandoning some of the older, less effective methods, employers can find successful candidates. With proper research and consideration for the late millennial generation, employers are successfully adapting to the changing job market. Hiring processes are evolving all the time and successful employers are taking on the challenge and shaping the future of recruitment.
About the author: Alicia Hill is a creative content writer with her background in business management. She enjoys writing in the area of business growth and management.