Millennial unemployment is higher than the rest of the out-of-work population. Of the 6.2% of the American population that is unemployed, 40% of them are Millennials. Why are these rates so high? Because current professionals are wary of the young professional stereotypes. With little more than an unpaid internship with just enough work to count for university credit, it isn’t just intimidating for the 20-something in the interview; it can be daunting for the interviewer as well. So then comes the question: how do you interview a Millennial?

Millennials learn a lot during internships. They acquire knowledge on in-office procedures and real world experience. Now that they have it, they want to put it to use. However, that’s hard to do when no one is necessarily eager to hire a fresh graduate. Right now, Millennials only make up 36% of the United States workforce. But jump into the DeLorean and briefly look into the future… in the next ten years – by 2025 – the now 20-somethings will constitute 75% of the workforce. That’s a large jump in percentage; however, with the Baby Boomers entering retirement, it’s to be expected that the Millennial body would grow.

“What happens next goes something like this: the junior candidate is passed over because they appear too confident, seem to lack interest in the role, and give the impression that they need more hand-holding and structure than a busy team can provide.” – Rachelle Falls

Falls goes on to say that this isn’t a correct perception of hopeful, job-seeking Millennials. She’s right. Don’t stick them in the positions that are needed right now because they have the potential to go above and beyond if they have the right tools. They want and need the stability their Baby Boomer counterparts have. Millennials are eager to learn the ins-and-outs of their first professional job, and with a willing manager and mentor a long-term employee just might be made. These are all things the Millennial may ask during the interview. They are viable questions that give light to the work-life balance, which is important to 88% of them.

Falls explains how to honestly portray office culture during the interview. She says to,

“paint a real picture of what your day looks like and what the options are for working from home, if they exist. Millennials care about work-life balance just as much as those employees with a family or outside interests. With technology, the way we work has changed, and if your organization offers flexibility, make sure it’s front and center in your recruitment campaign.”

You can adjust your interview questions to their limited experience. They don’t know where they will be in the next two years, much less the next five. So instead ask questions like, “How did your internship prepare you for the professional workforce?” Or try “How do you feel about a leadership position in your future here at the company?” instead of asking about professional experience – because they simply don’t have it. That doesn’t mean, however, their experience is less valid. Interviewing candidates isn’t just one-sided, either. Give the Millennials the opportunity to ask questions and emphasize the office culture. Because they are more concerned with the environment in which they will be working rather than the “big picture” time scale.

“Understanding how time is spent whether that’s volunteering, sharpening technology skills, or playing on a kickball team, you’ll be able to determine behavior and outcomes based on the way you ask the questions.” – Rachelle Falls

The experience-based questions can be difficult to ask the fresh graduates. Their interest in work-life balance and company culture is not a reflection of the candidate’s lack of interest. Millennials have researched your company. They want to know more about the culture that lies within it. Stay away from questions geared towards the not-so-near future and ask questions closer to their experience and the trending software and programs that interest them.

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Julie Salerno, VP of Sales, Strategic Partnerships and Alliances at GreenJobInterview, is a talented professional who provides GreenJobInterview's sales team with strategic leadership and guidance that has helped more than 300 of the world’s leading organizations discover global talent through cloud-based virtual interviewing solutions, which reduce time and costs associated with scheduling and conducting interviews.