by Traci K and BrightMove Staffing Software and Recruiting Software at http://www.brightmove.com
At some point in time, if you haven’t already, your company will need to hire employees from the next generation of workers: Generation Y. Holding different values, ideals, and outlooks on the world in general, hiring and retaining Millennials has become the recruiting challenge of the decade. Worrying about how to keep them won’t be necessary, however, if you can’t get them hired. Getting them hired isn’t an issue if you they don’t apply. Once you understand who they are and what appeals to them, the next step is to write a job advertisement that attracts them enough to apply for open positions in your organization.
A normal job posting consists of information important to all candidates who apply:
- Company background and industry
- Job title and perhaps reporting structure
- Position responsibilities/duties
- Compensation and benefits
- Required travel
Simple enough, right? As the hiring process proceeds, other important details will be touched upon, typically revolving around extended explanations of the key points listed here. For the most part, after this discussion, if there is a fit, an offer as made and you are good to go. This process is pretty cut and dry for those employees born before 1981. What about Generation Y?
Millennials are not as interested in pay and benefits as those that precede them. They want more assurance – things that everyone wants, Generation Y requires. They want to be sure that the position they take will make them…happy. Most of us are happy just to have a job, let alone to require the position we hold to fulfill us. While Generation Y may understand that you have to work hard for a payoff, they are not above passing up an opportunity to ensure they end up working for an organization they believe in. This changes the dynamic a little bit where the employers become the ones being interviewed just as much as they are interviewing Gen Yers. In order to secure them as new employees and, in the long run, their tenure, companies will have to step up to the plate.
To show Millennials that your organization is worth their effort and loyalty, certain advantageous characteristics should be highlighted along with the typical information (probably more so):
- Community involvement and green initiatives
- Opportunities for advancement
- Stability and job security
- Company activities such as sports teams
- Affiliated or supported organizations (ie school alumni associations)
- Employer community involvement
- Any perks considered to be nonstandard such as gym memberships, casual dress, flexible schedules, alternative company cultures, etc.
In order to appeal to the today’s young professionals, you need to stand out from other companies. Make sure that the things your company offers (that other companies might not offer) are well showcased in job ads targeting members of Generation Y. While all employees will be interested in these characteristics, for Millennials some of them will most likely be deal-breakers. Once you’ve placed your ad and the resumes inevitably come pouring in, find out how to read between the lines of Gen Y resumes in Step Four – Prescreening Resumes from the Me Generation.
Traci K. is an HR Professional and freelance writer based in the Midwest, specializing in recruitment and immigration. When she’s not improving unemployment, she keeps busy with her husband and four children.