Is Your Recruitment Process Millennial Friendly?
When it comes to recruiting millennials, traditional human resources (HR) strategies won’t do the trick. Welcome to the generation that wants more than a fair salary and a great benefits package, because those are simply not enough for them. Millennials have already trailblazed their way into businesses where a growing number of companies have changed their workplace environment and culture.
Come 2020, millennials will make up 50% off the workforce and by 2025, they’re expected to make up 75% of the global labour force. With an expanding presence and influence in labour markets around the globe, assessing whether your current recruitment process is attractive to Generation Y is of the essence if you want to stay ahead of the trend.
To win over the right talents from the expansive pool of millennials, you need an effective and impactful recruitment process. Below are several questions that can help you assess your company’s existing recruitment strategy and whether they’re correctly targeting millennials.
Are You Posting Job Ads Online?
Millennials are a tech-savvy bunch and they have a strong affinity for social media. In fact, 90% of 18-29-year old individuals use social media, based on a 2015 Pew Internet study. What recruiters thus can’t deny is the importance of social media platforms when it comes to reaching out to millennials across various sectors.
Social media has become ingrained in the lives of millennials, hence why having an online presence as an employer could allow you to widen your candidate search. When it comes to accommodating to millennial candidates, shifts in this particular recruitment process have become nothing short of revolutionary.
What Are Your Corporate Values?
An employer can’t connect to millennials in the recruitment process without making the company’s corporate values clear. While it may not seem like a huge deal, to a millennial, it is important that you demonstrate workplace transparency during the early stages of recruitment. Remember that this is a generation that experienced the Global Financial Crisis where the lack of corporate transparency led to various downward changes in their career prospects.
Millennials are also a group that upholds the importance of ethos and principles, thus if your company claims to be transparent and socially driven, then you must prove it. It’s not uncommon to find Generation Y candidates opting for companies whose values are in line with their personal values. One thing is clear with millennials, you have to walk the walk or just they won’t be bothered with joining your team.
Are You Properly Updating Candidates?
No one likes uncertainty, but millennials are especially put off when they’re left in the grey area concerning any step of the recruitment process. Generation Y are fully aware that HR departments are constantly occupied and can forget to update a candidate over their application. Nonetheless, it doesn’t mean that it’s okay for an employer to be forgetful as it reflects badly in the eyes of millennial candidates.
As such, you should make use of millennials’ social media savviness in the recruitment process by creating a custom app where potential candidates can keep track of their application status. The app keeps millennials in the loop, helping to build appreciation for your company’s HR team, and it’s also a highly cost-effective recruitment strategy for employers.
What’s the Interview Experience Like?
The next important assessment you need to make is related to your company’s interview process, because millennials are all about experience. Rigid interview styles just won’t work for millennials, given their habit to be more comprehensive in knowing about your company and the reasons why they should choose you.
A great way to fulfil the experience-oriented interview process is by showing them around the office and being flexible about the interview options. Employers who are open to video interviews in the initial meeting would appeal better to millennials as the company exemplifies an openness towards flexibility and greater employee understanding.
Are Overseas Assignments Likely to Happen?
Approximately 71% of millennials are eager and expect to carry out assignments abroad at some point in their career. This finding is in keeping with millennials’ avidness of travel, which is driven by their desire for experiences. If an employer is able to offer overseas assignments, then it will definitely help to widen the net of millennial talents.
Are You Offering Development Opportunities?
Millennials are mostly accustomed to learning and growing hence why it’s important for an employer to be clear about development opportunities within the company. The moment a millennial employee feels like they’re stagnating, it is highly probable that they will depart from the company. Imagine if they felt that there’d be no growth opportunities from the initial interviews; it’d be difficult to convince them to be part of your company. Therefore, as a recruiter, you have to lay out the foundations of professional development plans early in the recruitment process in order to attract a robust millennial workforce.
Last modified: May 22, 2019