Three Ways to Attract Millennials in the Workplace - Part 2 of 2 Printer friendly format
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A company in upstate New York asked for my help in attracting Millennial job applicants. The organization anticipates Millennials will comprise more than 50% of their workforce by 2019, as Baby Boomers in this company are retiring by the dozens and their Generation X employees are a significantly smaller population than their Boomer siblings.

The challenge this company is having with the new workforce of Millennials is getting them to consider working for the company. “We’re having a hard time attracting Millennials to even apply for jobs here,” the manager of human resources told me. The struggle my client is experiencing is real. If you’re not Google, Apple or Twitter, you may have to make a concerted effort to get Millennials to look your way.
 
Who are Millennials?
 
Millennials, people born between 1980 and 2000, are also referred to as Generation Y. Most generational researchers estimate that by 2020, Millennials will make up half of the US Workforce.
 
Like my client, many companies are struggling to attract Millennials. Millennials are technically savvy. They are highly selective in the jobs they apply for and accept, and more than money motivates them. They also want a good motivational fit in their careers. I shared with my client three specific ways to be more attractive to Millennials. Because you, too, are looking at a workforce made up of at least 50% Millennials by 2020, I’m sharing the three tips I had for my client with you.
 
1. Develop an online presence that impresses Millennials.
 
It should come as no surprise that Millennials search for jobs online. They are researching jobs on social media, job boards and company websites. If you want to attract Millennials, you must have a website. But not just any website—you need an up-to-date and engaging website.
 
Millennials want to learn about your culture, values, community involvement and investment in employees and they want to get this information online. An effective way to engage Millennials during the job search is to feature the information they seek on your website. Engage Millennials online by including short videos that introduce prospective candidates to your people, culture and products. Post photos and testimonials of actual employees and include an overview of organizational charitable work.
 
Keep this in mind: When it comes to applying for jobs, Millennials expect to be able to apply for jobs quickly and easily online. They love technology, so be open to videoconference interviews and video resumes.
 
2. Recognize that Millennials are interviewing you as much as you are interviewing them.
 
I met with a sharp and energetic Millennial manager who had been with his company for seven months. He was already considered a rising star in the company and was positioned for his second promotion. I asked this young man (we’ll call him Mike) how he went about deciding to work for this company. I wanted to know how the company attracted him and lured him away from his former company of 3 years. Here’s what Mike told me.
 
I wasn’t looking for job. I was happy where I was. I made good money, had an easy commute, low stress and my co-workers were like family. But my former manager left the company and came here. Once here, he called me up for an interview. I went in for the interview because it’s wise to always keep your options open.
 
During the second interview, I was interviewing the team more than they were interviewing me. I asked questions like, where will the company be in five years? Why do you think I should leave a great situation and join you? What’s your professional development plan for this position? Where do you see your competition being in three years? Can I meet the team? What is company morale?
 
I turned the tables in the interview. I wasn’t going to leave a great company and jump into an unknown situation just because the salary was higher. I had to know this was really a good fit for me.
 
Mike is a very typical Millennial in the job interview situation. They want to interview the company. They have questions and they want answers. Allow Millennial candidates to ask questions. In fact, expect that they will come with questions. Introduce candidates to managers and team members, and give them a tour of your office. Millennials want to know about the people, culture and company outlook. Give them the information they seek and you’ll increase your chances of them accepting an offer of employment.
 
3. Talk about community impact with Millennials.
 
Millennials want more than a job. They want to make a difference. They want to contribute to something big. When recruiting and interviewing Millennials, let them know how the position and your company impact the greater good.
 
An HVAC company I consult with was having difficulty attracting Millennials into the HVAC blue-collar field. I encouraged my client to convey the community impact of HVAC work. I met with a team of managers for the company and discovered that HVAC companies do far more than provide heating and air conditioning products. They promote energy efficiency, ensure human comfort, employee 1.3 million people in North America and even contribute to improving medical research. After my insightful discussions, I recommended my client focus on community impact and not allow the “blue collar” label to inhibit their recruiting efforts.
 
Make sure your website is engaging and informative, allow plenty of time for Millennials to interview you and meet your team, and demonstrate your community impact with Millennials. When you do, you’ll be best positioned to attract and recruit the brilliant Millennial Generation into your workforce.
 
 
Myra Golden is a customer experience keynote speaker and trainer who travels North America looking for great stories to share, and new ways to help her clients deliver the best possible customer experience. She is the co-author of Beyond WOW, a blogger and contributing author to various business publications.