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Hiring Millennials: What they want and why they'll stay

Millennials are now entering the workforce in huge numbers. Within the next five years, millennials will make up about half the workforce, and in ten years, the number will rise to three-quarters. This means that hiring millennials is becoming increasingly important. As a recruitment consultant, I talk to millennials every day about what they want from a job and why they want to leave their current job. I also talk to employers on a daily basis who ask what they can do to attract candidates direct to their brand and specific tactics on attracting millennials is a frequent question from clients. So as a result I thought it would be useful to summarize the trends for hiring millennials, what they want and why they’ll stay.

Posted by Neil Grant, PR Recruiter, Monday August 22 2016

Hiring millennials

Millennials are now entering the workforce in huge numbers. Within the next five years, millennials will make up about half the workforce, and in ten years, the number will rise to three-quarters. This means that hiring millennials is becoming increasingly important. As a recruitment consultant, I talk to millennials every day about what they want from a job and why they want to leave their current job. I also talk to employers on a daily basis who ask what they can do to attract candidates direct to their brand and specific tactics on attracting millennials is a frequent question from clients. So as a result I thought it would be useful to summarize the trends for hiring millennials, what they want and why they’ll stay.

A lot of research has been done in regards to hiring and retaining millennials. Some common techniques are flexible schedules, collaborative working environments, good pay, sabbaticals and being able to work remotely. While these things are important to keep a millennial working for your company, they aren’t the only things that they want from their job. Here are the top three elements that I see as game changers for hiring and retaining millennials.

1. Making a difference

Millennials are much more attracted to a job that will allow them to make a difference and will opt for this over a higher salary. A report by PWC stated that millennials want to work for companies that they admire, in 2008 88% were looking to work for companies that had CSR values that they believed in

2. Remote working

Millennials are the first to enter the work place with native technology knowledge and are usually very at ease using new technology. This talent for technology is not only the reason for the surge of startups but is also the cause of an increase in remote working. It is easier than ever to be efficient working out of the office. Working remotely also caters to the wanderlust characteristic of millennials

3. Leadership and progression

Millennials are one of the most ambitious age groups out there. They look for jobs that have open paths to leadership roles within the company. A Neilson survey highlighted the number one reason for leaving their current company was due to a lack of opportunities and progression. This absolutely echoes what I hear from our candidates every day. Our candidates also tell us that they want a mentorship culture. This is not just a more experienced employee guiding the less experienced ones. Millennials are looking for a job with a culture that allows for learning and collaboration with colleagues to learn new skills and share old ones.

So if hiring millennials is important for your company (and it really should be) here is my main advice for employers.

Millennials are significantly more socially connected than previous generations (LinkedIn’s Talent Report detailed that over 60% of millennials check out the company’s social accounts for career opportunities and insights on the company culture). Therefore, it’s more important now than ever to assess and build a positive employer brand online, paint the right picture of the core company values and company culture and you’re more likely to attract the candidates you want. Now more than ever we’re finding that candidates are swayed more towards the company story and the above elements rather than just the name and the salary package.

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