What You Need to Know About Hiring Millennials

By 2025, 75 percent of the U.S. workforce will be millennials. If you’re recruiting millennial employees, you might need to develop a hiring strategy specifically for Gen Y. Consider how you can emphasize your organization’s mission statement, social work environment, opportunities for promotion and learning experiences. Help millennial job candidates see how you’ll help them achieve their goals.

This week, I’ve gathered articles that explain how millennials are changing the workplace and what you need to know about hiring millennials.

The 3 Do’s and Don’ts for Hiring Millennials via Inc: “Mission = Purpose. A 2015 Deloitte study said 77 percent of connected millennials, in part, chose a company because of its sense of purpose. This generation isn’t willing to compromise or work crazy hours for an organization that doesn’t align with their purpose. Define a mission–a set of clear goals over a set period of time that, once accomplished, is a notch in the employees’ belt, a bragging right and a step forward for the organization.”

Why Hiring Millennials Could Be Good For Business via Fortune:Work has broadly been categorized into three sectors: the private sector; the public sector; the social sector. Today, these lines are becoming less defined. Each of these sectors has an important role; however when they’re combined, they can have a powerful impact on people. The emergence of social investing may allow businesses to stretch market forces to reach people who need help….As a new generation entering the workforce without pre-set notions of traditional models, millennials can help shape corporate responsibility programs to move beyond charity and towards entrepreneurial models that benefit society.”

Experts Reveal: This is How You Hire Millennials via The Resumator: “For starters, think about how to set expectations of both your hiring team and your candidates. Millennials are more likely to be unemployed or underemployed than previous generations, so remind hiring managers not to focus too much on past work experience. Instead, get into the intangibles; look for personality traits and hobbies that indicate motivation and commitment. Similarly, remind your candidates that entry-level roles aren’t always glamorous, but they offer opportunities for career growth and mentorship.”

Expand Your Candidate Search: 5 Ways to Land Millennials via InStaff: “There’s no bigger turn-off for Gen Y candidates than applying for a job and not hearing back for weeks. Because millennials are accustomed to speedy communication, companies who make their candidates wait may end up losing their best people to the competition. For best results, make sure your HR department is speedy and transparent with applicants — after all, you don’t want rejected workers discouraging others from applying.”

Millennial Monday: 3 Key Strategies on How to Hire Millennials via Ridiculously Efficient: “Finally, look for candidates who can evolve. Today, change is the new normal, and generalists who can quickly adapt to new responsibilities, capabilities and technologies will be more valuable than specialists. Gary Vaynerchuk cites this idea as a key hiring strategy at VaynerMedia: ‘I don’t believe in trying to strengthen weaknesses, but I do believe in working hard to be good at many things. In life you will be required to take on many different tasks. You might be really good at something now, but don’t let that stop you from finding out what else you can dominate. Because I know it’s not just one thing. You’re better than that.’”

What are your tips for hiring millennials? I’d love to know — please share in the comments!

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Lindsey is a globally recognized career and workplace expert and the leading voice on generational diversity. She has spoken for more than 300 audiences including Google, Goldman Sachs, Estee Lauder, Stanford and Wharton. Lindsey is the author of four career and workplace advice books, and her insights have appeared in media outlets including The TODAY Show, CNBC, NPR, the Harvard Business Review and the Wall Street Journal.


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