How To Attract Millennial Candidates

You may have noticed the buzz on social media once again pitting generations against each other and highlighting the differences between how Gen X and Gen Z approach their lives – Millennials being teased by their younger counterparts; Boomers allegedly being left behind by tech development. The truth is, the world is constantly evolving – and that means that the way you work, and how to appeal to the best jobseekers to advance your organisation, also has to change. 

When we look at the best way to attract millennials, we first need to understand what that means, and where they’d fit in your team. Millennials aren’t kids; they aren’t the up-and-coming teens prepping to enter the job market in their first role. Millennials are, for the most part, in their 30s – they’re qualified, experienced, they’ve got a few years of working behind them and they’re ready to progress in their career, to take on new challenges and to climb the ladder to roles with more responsibility and autonomy. 

With that in mind, and knowing that you can benefit from this experience and insight in your team, what’s the best way to appeal to these candidates, and to secure them long-term?

Be where they are

Statistics show that most millennial jobseekers are browsing on a mobile device, and that they check these devices over 150 times a day – spending up to two and a half hours on social media daily. Knowing this, it makes sense to build your presence and promote your job opportunities on these platforms and tailor your listings to be mobile device friendly. 

Appropriate benefits

Be up-front about what applicants could expect from working with you. Not just salary, but the wrap-around benefits that make up their package, the perks that come with employment (uncapped commission? In-house gym? Incentives? Healthcare and insurance?) Avoid phrases like ‘competitive salary’ – just give people a number so they can determine if it’s worth their application. Health and wellness benefits, supporting the whole person, are also more appealing than straightforward financial rewards.

Work life balance and flexible working

Millennials rate work/life balance as one of their most important factors in applying for jobs. Be human and flexible with your employees and allow them some autonomy to schedule their working hours, their schedule and flexibility around their family and personal needs and the trust that they can deliver their work in a timely manner without sticking to a rigid 9-5 timetable. Many have adapted to home working through the pandemic, so allowing this flexibility even post-Covid is a huge selling point.

Advancement in role

Be clear about the potential for advancement within the company and role, and offer training, development, mentoring and support to help your employees grow in their role. The understanding that people’s ambitions and future goals are important to you will show that you are willing to invest in anyone who is willing to invest in your organisation – and the mutual benefits of career progress mean that people remain loyal to you. Building career progression into your recruitment will give people more opportunities and you will see less turnover, better employee retention and more commitment to performance. 

Millennials are the core of the workforce

In most industries the majority of workers are now in the millennial generational bracket – which means that they are the voice you most need to hear for how to shape your recruitment and your employee experience. Meeting their needs is an investment in your own future. 

For advice and support on recruiting and retaining the best employees for your organisation call our team today!