What is a Millennial?
The term ‘Millennial’ has taken over our social media channels, websites, intranet systems, even favoured online publications; but what are they and how can you get one?
Firstly, Millennials are people not a product! The term ‘Millennial’ represents those born in the late 1970’s to the mid 1990’s. Also coined as ‘Generation Y’ or the ‘Echo Boomers’ (offspring of the 50’s baby boomers); Millennials are employees who were ‘coming of age’ at the start of the new millennium.
Millennials are representing a generation which is incredibly sophisticated, technology savvy and often ‘immune’ to traditional sales and marketing pitches. They’ve seen it and been exposed to it all since early childhood.
Love it or hate it?
However, the term is slowly becoming intolerable, if not over used and has unfortunately, affected how companies recruit and expand. Suddenly, we are hearing that companies are reluctant to hire this generation; even if they have over 10 years of experience to bring to the table.
And the reason? The term has become Marmite: love it or hate it and no in-between!
The term ‘Millennials’ has shifted from representing an age category; instead becoming a favoured term for debate; with audiences wanting to understand, analyse and dissect the term as if they are a separate species! If you are looking to recruit a millennial then your objective is off-centre. Instead, assess what kind of candidate you need; the role you are advertising and the team you are trying to develop. Use the recruitment process to improve your overall employer brand and not to compartmentalise an age group.
Millennials are people too: recruit as an individual and not as a term!
Quick guide to Millennial recruitment
With the right attitude and key objectives, we have developed a quick guide on what to do when recruiting a candidate:
Avoid assumptions and stereotypes: Often, Millennials are perceived to populate a small proportion of workforces when the reality is the opposite. It is projected to make up 50% of the workforce by 2020 and numbers will peak in 2036 at 81.1 million. Having a collective age range in the workplace encourages a more collaborative environment. Understand their skill sets and critical approach to brand loyalty, embrace their racial and ethnic diversity and evaluate how this can contribute to the company in its entirety.
Update, train and guide your managers: Whether it is for Generation X, Y or Z effective management will result in a more productive and receptive team. Provide regular training and continuous support to managers in helping them lead and manage teams which are diverse. Offer them guidance in acknowledging and utilising an individual’s strengths and motivations no matter what their age range.
Research and behavioural analysis: Unfortunately, a multitude of tools have emerged helping applicants to develop their CV’s which increase online visibility. Often these CV’s are a by-product of these tools rather than a true reflection of the candidate.
Use pre-employment interviews to encourage a more accurate overview of your applicant, helping to identify key motivators and strengths, customer service orientation and skill sets. This will also help develop your recruitment and selection process as well as any subsequent training packages.
Communicate your company’s culture: When developing your employer brand think about the environment your candidates will be working in. Your company culture should accommodate a multitude of ages and not be aimed at one selective group. A shift in engagement has encouraged companies to embrace a more collaborative and open environment. The recruitment process can help you assess how people view your company externally and how you are positioned against your competitors.
An attractive company makes for a more appealing employer
And just for fun…here is a collection of ‘Millennial facts’ showing how age can be immersive instead of a hindrance:
- 45 percent believe a decent paying job is a “privilege”, not a “right.”
- 64 percent of Millennials would rather make $40,000 a year at a job they love than $100,000 a year at a job they think is boring.
- 88 percent prefer a collaborative work culture rather than a competitive one.
- 74 percent want flexible work schedules.
- 80 percent of Gen-Y say they prefer on-the-spot recognition over formal reviews; they feel that this is imperative for their growth and understanding of a job.
- 70 percent have “Friended” their managers and/or colleagues on Facebook.
- 71 percent don’t always obey social-media policies at work.
- Millennials are connected to an average of 16 co-workers on Facebook.
- 69 percent believe office attendance is unnecessary on a regular basis.
- 35 percent of employed Millennials have started their own business on the side to supplement their income.
- 84 percent say that helping to make a positive difference in the world is more important than professional recognition.
- 41 percent of Millennials have no landline at home and rely on their mobile phones for communication.
- Millennials value community, family, and creativity in their work.
Have your say and tweet us at #millennials
At ClearVoice™, we are experts in delivering employee communications and engagement solutions. We inspire and motivate your workforce to increase your company’s productivity and profits. For more information on how we can help with recruitment, on-boarding and retention of employees and Millennials, call or email us today and let us show you how engagement can boost your organisation.