We all know what they say millennials are like in the workplace: lazy, entitled, and certain the world revolves around them, right?
I’m kidding; these stereotypes have been repeated so often they’ve become fodder for memes (an obsession with avocado toast and oat milk come to mind). In my experience, though, these generalizations couldn’t be further from the truth. The millennials I’ve hired have been passionate, hardworking, and purpose-driven. They care very much about well-being, both of themselves and others, which I suppose in the eyes of old-school corporate entities could be viewed as “selfish.”
The fact is that recruiting and retaining millennials is essential to compete in today’s job market. They’re the largest segment of the workforce, and the eldest of them are reaching their prime earning years (you might even be one yourself). If you want to hire them and keep them around, you can’t be blinded by sweeping stereotypes. You have to understand what makes millennials tick so you can tailor your recruitment strategy accordingly and tap into this large, growing, and talented part of the workforce.
Who Exactly Is Considered to Be a Millennial?
Millennials are defined as individuals born between 1981 and 1997. As the largest generational group of the workforce, they account for more than a third of all U.S. employees. Millennials are often derided as fickle, non-committal, and generally difficult to please. Though these are broad and unfair characterizations, it is worth noting that they do demand flexibility; work-life balance is the number one consideration of this age group when choosing an employer.
Millennials, like members of any generation, have their own unique outlook on life, impacting their approach to work. In the workplace, millennials are highly fluent in technology and comfortable using it to automate tasks. They’re achievement-oriented, seeking frequent feedback from managers and thriving when they have a clearly defined set of goals. This generation grew up playing team sports and shuttling from one extracurricular activity to the next; because of this, many tend to prefer working on a team and seek a sense of belonging among their coworkers.
Related: Generational Differences in the Workplace
What Is Important to Them?
First and foremost, millennials value purpose. According to Deloitte, a whopping 89% of them say having a sense of purpose is very or somewhat important to their overall job satisfaction and well-being. In comparison, 40% have turned down a job based on their personal ethics or beliefs.
They value relationships, both in and out of the workplace. At work, they prefer to have a more personal rapport with colleagues rather than the strictly business approach of generations before them. They prioritize family and personal life above a high paycheck and would take a pay cut if it meant more flexibility.
Millennials crave positive reinforcement, and that extends to their bosses. They grew up with parents who placed a heavy emphasis on praise (some describe them as the ‘participation trophy generation’) and thus value input and feedback on their work. Without it, they may feel directionless, prompting them to seek out opportunities with a more clearly defined path to success.
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Millennial Stereotypes
It’s important to note that the characteristics we’re discussing here are generalizations. They don’t apply to all members of the generation and shouldn’t be applied with a broad brush. Still, they’re important to bear in mind if you want to engage this important segment of the workforce. With that said, let’s get into some common millennial stereotypes and what they might actually mean in the workplace.
They want to know why
Forty-three percent of workers in this age group say they’ve rejected an assignment or project based on their personal beliefs–an act of defiance that would have been unheard of in my parents’ generation!
As a leader, I’ve learned that millennials’ strong will sometimes calls for managing them with a softer touch. When I give one of my team members an assignment, it’s become second nature for me to explain how the task relates to the team’s bigger-picture goals. Not only does this provide clarity, but it also contributes to the sense of purpose they crave.
They ask for too much
In addition to being comfortable asking questions, they also feel at ease asking for accommodations. This starkly contrasts with their older peers, who have more of a ‘keep your head down and work’ approach. But being accommodating as an employer isn’t a bad thing; accommodating employees with disabilities, for example, leads to a more equitable workplace. It often begins with employees who are comfortable speaking up.
They need constant validation
Millennials have grown up in a world that treats social media likes as currency, and as a result, they often get unfairly labeled as attention seekers who are glued to their phones. Realistically though, who isn’t glued to their phone these days?
It’s true, however, that many millennials say they want validation at work. Managers who want to coach workers from this age group successfully should be mindful to give positive feedback for a job well done and constructive criticism on areas that need work–strategies that are useful in engaging workers from any generation, not just millennials.
Related: Traits You Need to Know About Millennial Workers
The Difference in Recruiting Millennials vs Gen Z
It’s easy to group millennials and Gen Z together, and they do share some common traits, like the desire for work-life balance and a commitment to environmental sustainability. When hiring, though, there are a few key distinctions to be aware of.
For starters, millennials still turn to job boards as their first resource when looking for new employment opportunities. This means you can’t overlook the importance of optimizing job postings and using the right keywords. While members of Gen Z use job boards, too, they’re more heavily drawn to in-person events like hiring fairs than their older peers.
When millennials want to learn about a prospective employer, like understanding its company culture or values, they’re more likely to turn to people in their network for inside information and personal testimonials. Since members of Gen Z are newer to the workforce and generally have smaller networks, they’re more likely to rely on their own research done via online review sites, social media, and the company’s website.
For Gen Z, making more money is the number one motivating factor in making a job switch. While money is important for millennials, too (and every segment of the workforce), this generation is more concerned with work-life balance and earning what they’re worth rather than merely commanding the largest number possible. This insight can inform how you position the financial aspect of your value proposition.
Recruiting and Retention Strategies for Millennials
A big reason recruiting millennials can prove challenging for older generations is because their habits and interests are unique and quite different from past generations. So, how exactly should a recruiter approach a millennial worker? Here are some tips and advice:
Lead with flexibility
When I give younger candidates a chance to bring up questions at the end of an interview, there’s a 90% chance they’re going to ask about work-life balance. As we already discussed, this isn’t just a priority for workers from this age group. It’s the priority, so your recruitment materials should be a part of it. Highlight offerings like flexible hours and hybrid work. When possible, consider creating roles with the option to be fully remote.
Millennials’ strong preference for flexible work means they’re also more likely to be open to alternative work arrangements like four-day workweeks, job sharing, and part-time work, so if those options are on the table, be sure to mention them.
Make the recruiting process personal and tailored to that worker
The days of a hiring manager placing an ad in the local newspaper and waiting for candidates to apply is effectively over. Today, more needs to be done to attract high-quality millennial workers. For example, you should try to identify specific skills and types of experience, become comfortable searching for and connecting with people on LinkedIn, and reach out to an ideal candidate directly. Why is a personal touch important? Because surveys have shown that millennial workers welcome this type of personal interaction and relationship. For example, a survey conducted on LinkedIn involving more than 13,000 members discovered that more than 90 percent of millennials are interested in hearing about a new job opportunity and 66 percent were open to speaking with a recruiter.
Consider creating a specific message tailored to each candidate that shows you are familiar with their background. In your communications with them, focus on engaging with the individual.
Focus on outcomes rather than tasks
This generation is highly averse to “performative” work, like being at your desk for eight hours when you can finish your work in four. Because of this, job postings that include a laundry list of duties tend to fall flat. Instead of focusing on the tasks a candidate will be required to perform, focus on the outcomes you’re looking for them to achieve. Six in ten millennials believe they have the power to drive change within their organizations, and an outcome-based approach will help them envision how they might contribute to that transformation.
Offer a roadmap to a fulfilling and growth-centered future
A great strategy for recruiting and retaining these workers is to show them that there is a fruitful path forward with the company. This is because millennial workers want to know whether the organization is invested in them. They want to see where they fit into the company’s long-term future and how management and HR will assist them in getting there. Many of these workers also want to understand the company’s management structure and whether leadership will empower workers and develop them into future leaders within the company. For example, surveys indicate that many millennial workers prefer to have a manager who displays a vested interest in their long-term professional success. In addition, they prefer to view their manager as a professional coach rather than a supervisor.
Emphasize company culture
Numerous surveys indicate that workers value their company’s culture. Obviously, compensation is important, but one of the main attractions for many millennial workers is whether the company’s culture aligns with their values. Job seekers want to know if a position will help them make an impact on their community.
Culture is important because many millennial workers are also looking to forge a deep connection with their coworkers. They thrive in a team setting and often prefer collaborative to independent work. To highlight this element of your culture, use assets like quotes from current employees talking about their sense of belonging and videos spotlighting strong teamwork within your recruitment marketing.
Spotlight or strengthen mental health benefits
Millennials experience a huge amount of work-related stress, with 35% saying they feel stressed all or most of the time. Employers have come a long way in recognizing the importance of mental well-being over the last few years, but in order to attract and retain millennials, you need to make sure your support translates into tangible benefits.
If you offer things like an Employee Assistance Program (EAP) or coverage for mental health benefits like therapy, be sure to prioritize these offerings when targeting millennials. You can also emphasize how it factors into your company culture, like if you’ve built an environment where employees can openly discuss mental health struggles with their managers. And if you don’t have these things, get serious about adding them.
Get comfortable using social media to recruit millennials
You need to gain an understanding and level of comfort in using social media to project your company’s values and mission. It would be best if you tried to highlight your best employees and emphasize organization-led volunteer opportunities and projects on social media platforms. Tether your social media messaging to your organization’s values. For example, if diversity is emphasized, make sure to reflect that fact in the staff images on your company’s social media pages. It would help if you also encouraged your workers to share photos that align with the company’s values and mission.
Another valuable aspect of social media management and recruitment is remaining cognizant of what is being said about your company on various platforms and then responding when necessary. This is incredibly important because you could have an amazing company website, but if your reputation on social media is negative, it will make recruiting millennials more difficult.
Related: How Facebook Can Enhance Your Recruitment Strategy
Sell them on the full package
Though adequate pay is important, it shouldn’t be the main selling point when you’re looking to win millennial candidates. As we discussed earlier, workers in this generation weigh salary on an equal basis or as less important than more intrinsic factors like work-life balance.
When I’m working with someone who’s a millennial, I take extra care to convey how the company is a total package that includes a good wage, quality benefits offering, and perks that will make their life better, from a gym membership to flex scheduling.
Related: In-Demand Perks and Benefits
If you’re looking to add fresh faces to your team, reach out to us
4 Corner Resources was founded in 2006, right around the same time millennials were coming of age. My team has a deep understanding of the priorities and values of this generational group, as most of them belong to it. We can help your company ensure those things are front and center in your recruitment strategy.
We serve as the staffing agency of choice for companies throughout Florida and the United States, with services that span industries from business and finance to government and healthcare and beyond. Contact us today to speak with a client manager about how our company can source, attract, screen, and place the right candidates for your business.
