By 2025, Millennials will represent 75% of the working population. For you, this means that it’s crucial that you attract and retain millennial talent at your workplace.
You’ll be aware that recruiters have a different set of challenges than they did 15 years ago. This mainly revolves around the fact that job seekers have a completely different set of priorities.
Millennials are drawn to very different conditions, and your current recruitment strategy might not be attracting the expertise your company desperately needs.
Here are our top hacks to building a recruitment strategy that attracts millennials.
1. Define your values
Every company has a mission — you need to be able to explain what you do, why you do it, and why it’s valuable concisely.
By defining your values, you’ll effectively be able to give your candidates a reason to work for you, and not somebody else.
How can you sum up what you do, and why they should work for you in just a couple of sentences? This should be your first responsibility.
Try to explain what value you bring. Millennials are heavily focused on benefits — they want to support a company that has excellent ethics and similar values.
2. Social media
Millennials are profoundly devoted to social media. You’ll see that companies, regardless of the industry, are treating their business social media in the same way that they treat their accounts.
They’ll post behind the scene looks into the company culture. The main reason for this is; to attract new talent.
The key to being effective on social media is to show and not tell. Millennials don’t like being “told” what to do, that’s precisely why traditional forms of advertising don’t work anymore. It would help if you focused on sharing blog posts, photos, and celebrations dedicated to the company.
Millennials will check out a company’s social media before they apply for a job, or accept a position.
Create FOMO (fear of missing out), and millennials will be lining up to work for you.
3. Be authentic
In a similar way that millennials don’t like pushy ads, they also don’t like artificial, inauthentic company pages.
If your “about us” page lacks personality, is full of cliches, and is downright copied — you won’t attract millennials. If that is the case, you can always check out writing services like Trust My Paper that can revive your copywriting.
Take your website, and infuse some authenticity into it, especially in the places that your potential candidates will look.
If you don’t have a “jobs” page and even a “company cultural” page, you should make one. Take some inspiration from other websites, and you’ll find your muse.
4. Utilize video
Millennials love video — that’s why video streaming platforms are so popular now.
Developing and creating a video isn’t the easiest thing to do, but it is tonnes more engaging. The good news is, you can keep reusing and repurposing the videos you create, giving you content for your social media.
The above points still apply to video. So, remember to be authentic on camera, and avoid any pushy sales type recruiting throughout the video.
If you’re not feeling up to video creation, you can use other platforms. Things like Instagram stories and live video are still prevalent — and anyone can do them.
5. Engage with reviews
Have you noticed that your customers and clients are talking about you online? It could be positive or negative; regardless, you shouldn’t ignore them.
There are many reasons why you should pay attention to them, but in regards to recruiting, it could be deterring your millennial candidates.
Engaging with the reviews will help you build relationships with your customers. An extra benefit is that it will also show that you genuinely care about your customers and employees. That’s a significant factor for candidates.
6. Work-life balance
Millennials cherish flexibility and freedom. They’re looking for their own free time, and the chance to balance their work with personal life perfectly.
For this reason, rigid working hours are just not attractive to millennials. It would be best if you considered this when creating a job advertisement. More and more millennials are choosing to go freelance — for flexibility.
Don’t scare millennials away by offering full-time requirements. Give them a chance to work from home, an early finish on Fridays, or even travel opportunities.
7. The benefits of working for you
Everyone loves money, but millennials tend to value meaningfulness a lot more.
For this reason, they could be more attracted to the actual work, rather than the pay. A millennial will not be attracted to a bureaucratic admin job — and chances are, you won’t retain them.
When put in the right place, millennials are enthusiastic, dedicated, and passionate — money is just icing on the cake. Please pay them a fair wage, but also offer benefits with their hard work.
Things like career advancement, memberships, pension, and discounts are all super appealing to millennials.
Even something as simple as a cycle to work scheme could benefit your chances or attracting a millennial candidate.
8. Learning opportunities
Millennials fall into the 19-38 age range — so altogether, a young age group. Millennials are always looking for ways to grow and learn; that’s a defining characteristic of their generation. It would be best if you introduced training and learning opportunities for millennials.
As a young person, they’re looking for personal and professional growth. You should look at ways to provide this for your employees if you want to keep them for long enough.
It’s much wiser to invest in learning opportunities than to keep losing employees and continuously have to search for new employees.
9. Invest in innovation
If there’s one defining characteristic of the millennial generation, it’s that they are tech-savvy. They feel comfortable when they’re technology around — it’s what they’ve grown up with.
If you’re using outdated technology, don’t have social media, or don’t have an attractive website — you won’t appeal to millennials. That’s just the harsh truth.
Technology implementation is beneficial for the entire company. It simplifies communication and makes data exchange a breeze. If not for millennials candidates, do it for yourself. As a recruiter, investing in a good applicant tracking system can help you automate various processes and help you close more jobs.
10. Highlight your company culture
This is effectively the personality of your company, the environment, ethics, and goals.
Make sure you highlight what you stand for, in a professional and personal way. This will ensure that you attract the right candidates.
There are different types of company cultures. For instance, there’s hierarchical, market, clan, and adhocracy. For the most part, millennials are not attracted to the former two.
Hierarchical and market company cultures focus heavily on business — and can be quite competitive.
Clan and adhocracy work more like units and focuses heavily on new ideas and teamwork.
Adhocracy company culture is, in our opinion, the most attractive to millennials as it focuses on technology and new trends. This is something that would very much appeal to that generation.
Your company culture could be a mixture, or in a completely different league of its own.
Getting the right team isn’t impossible — it could be possible that you’re just not reaching out to them in the right way.
If you advertise your job in the right places, be authentic, and offer a company culture that they can’t resist — you’ll undoubtedly gain a set of fresh, optimistic faces to your team.