Millennials (children born in the early 1980s to the mid -1990s) proved to be the first generation of internet-savvy adults. No hesitation, doubts, or mistrust of the global network is the main characteristic of these employees. Therefore, remote working is a natural choice and the most attractive option for them.
As millennials have entered the workforce over the last twenty years, more and more of them have found ways to leverage the internet and make money from home. Now the estimates predict that over 50% of the U.S. workforce will consist of freelancers by 2027.
Hiring a millennial for a remote position may seem a daunting task. But a key to success is to understand the motives, desires, and needs of a millennial.
Let’s start at the very beginning. The main difference between these generations lies within the fact that Gen-X employees (born between 1965-1980) faced great technological advancements like cell phones, the Internet, and social media, during their lives, while most millennials grew up regarding these things as a regular part of daily routine. Undoubtedly, this fact has dramatically influenced their lives and careers.
Strangely enough, more quits are a sign of a strong job market as workers typically leave jobs for new ones. According to a recent survey, 43 percent of millennials anticipated ditching their job within two years; while members of Generation X were even less likely to be company people, with some 61 percent.
As it was mentioned before, millennials and Gen Xers differ in their attitude to work flexibility. Thus, the majority of millennials are more likely to quit their jobs because of flexibility issues. Professional autonomy and the opportunity to decide on work and life benefits are essential for millennial employees.
Millennials value flexibility more than anything else, while the majority of the Gen-X employees value financial rewards. Thus, 70% of Gen X and Millennial employees would stay at their job for another year if given rewards amounting to only $150 over one year (daVinci Payments). While according to a Deloitte Millennial Survey, 71% of millennials have considered leaving a job because it did not offer flexible work arrangements.
As for now, millennials make the largest segment of the world workforce. These young, creative, and smart people bring a unique viewpoint and fresh perspectives to the companies they work at. However, there are several matters and HR should keep in mind to get the millennials.
Millennials are ambitious. As the most educated generation in history, millennials are constantly looking for new opportunities for growth, responsibility and mobility.
Millennials are bloody good multi-taskers. As people who are used to a world full of various technologies and gadgets, they are adapted to doing multiple things at the same time. Besides, millennials are great team players.
Flexibility is everything for the millennials. They expect flexible working hours, a flexible dress code, flexibility in locations and days off. For, sure there is no need to change the whole company code, but you can always find ways to incorporate some flexibility.
Despite the common association of the flexible work options with freelancing, millennials prefer the stability of full-time employment. High expectations and willingness to progress make millennials hard workers. Thus, in case you do not provide growth these highly motivated employees may face burnout.
Due to the fact that millennials now make the largest portion of the workforce, it is important to find your perfect way to attract these motivated and productive candidates for the benefit of your company.
Keep in mind that millennials view their career as something more than just a paycheck. Therefore, a perfect job description that is to attack the millennials should have some specific features tailored according to the needs of the millennial candidates:
Millennials like tests, evaluation and assessment. They got used to them in course of education, therefore you will meet no resistance from a millennial candidate offering him some kind of testing during the recruitment process.
Furthermore, they will value such an opportunity. People of this generation strongly believe in that personality staff and psychometric testing. Provide your candidates with an opportunity to feel being treated like a personality. Value their skills and competencies rather than educational background.
Millennials tend to choose good benefits rather than high salaries. Therefore, putting too much emphasis on funds in the job description and while interviewing won’t do you any good.
Be ready to offer more than just a salary. Opportunities, flexibility and recognition are things they value more than dollars.
Forget about traditional approaches to attracting employees by emphasizing the present. Millennials want to know the future. To attract top talent you need to provide this future. A precise cycle of promotions and growth opportunities plays to the impatience of the millennials and makes them engaged in the process. Drawing a career path from the very first stage of the recruitment process helps to attract and retain the talent in-house.
A well-designed and shining company culture that speaks for itself seems extremely appealing to the millennials. These candidates require more than stability and security to make a decision. They prefer companies that provide a comfortable environment. Thus, you need to assure them that you value diversity, talent, and creativity, provide a personal touch, and put less stress on ‘settle down matter’.
Millennials want to feel some freedom, see the perspectives, and find room for self-development.
Millennials often see themselves as a part of a company with a clear vision, mission, and statement. Their natural need is to see and understand how their contribution will integrate into the company’s present and future.
By giving them a sense of purpose and by investing in their further development and training with a touch of autonomy and flexibility you will get a productive and loyal employee.
Employee engagement can affect your business in so many ways. It influences efficiency on the floor, improves retention rates and, in many cases, it could also positively affect the number of incidents. Yet, so many businesses either don’t care much about engagement or don’t know how to foster it in their organisation. The first step in having an engaged workforce is making sure that you are hiring motivated employees. Let’s take a look at how you can do this.
You will have to take the first step if you want to make sure that you attract the right type of talent to your company. It all starts with how you advertise your position. You have to structure your ads to make sure that your culture is reflected and attracts people who are the right fit. If your ads look uninspired and bland, this is exactly what you’ll get back.
However, you also have to make sure that you follow through and that the working environment is a true reflection of your ads. You’d be surprised at how many employees end up leaving positions because they felt misled in the interview.
They end up finding out that the employees, culture, or the job itself is completely different than what was sold to them during pre-screening. There is no point in trying to trick employees. It would be a better idea to paint an accurate picture so that you’ll at least have someone that fits your profile and won’t be disappointed.
Culture is about more than creating a fun environment. It’s also about the modernity of your processes. It’s about communication between upper management, supervisors, and employees. It’s about creating chances for advancement and education. It’s also about the job duties and how much is expected from every employee. These are all things that will ultimately dictate what kind of employee you’ll be able to not only bring in but actually retain.
Another thing you should consider is looking at apprenticeship options. You have sites like Embracing Future Potential that are great for people looking for apprenticeships, as well as businesses trying to learn more about different apprenticeship schemes. You’ll be able to learn more about how to recruit apprentices and how to get the most out of them. They also have valuable information for employers who want to learn about funding schemes for hiring apprentices.
Apprentices have the advantage of coming in fresh and are less likely to be disillusioned by the job. And, if you treat them right, they will have a positive view of you and the field. These will often turn into your most loyal employees and could become very valuable assets on the floor.
Hiring motivated and engaged employees is not always an easy task. However, if you go in with the right plan and are consistent, you’ll be able to increase the chance of hiring people who are actually excited about working in your organisation.
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