Millennials are people born between 1980 and 1996, representing the Y generation. Nowadays, they are a professionally active group with specific needs. If you employ Millennials in your company – this article is for you! Hiring Millennials – explore the Y generation employee profile.
Millennials – who are we talking about?
Millennials, otherwise known as the next generation and the digital generation, grew up in the age of video games. They remember the beginnings of the internet and social media. Millennials – compared to their parents, X generation – are very good at new technologies. Using digital solutions is not a problem for them. On the other hand, they still remember the offline era. The memory of this period evokes a kind of nostalgia in the representatives of the Y generation.
The Y generation – characteristic features
- easiness of using new technologies in every aspect of life (private / professional)
- great self confidence
- belief in the uniqueness of its generation
- puts quality of life above social status
- belief in empowerment (everything depends on my choices)
- awareness of being part of a global village (easiness of establishing contacts with people from all over the world)
- later becoming independent (compared to X generation)
- concentration on appearance
- flexibility
These features form the profile of a typical representative of the digital generation.
Hiring Millennials – what does the career path of the Y generation look like?
Millennials feel ’like a fish in the water’ in a free, global labor market.
They just don’t see work solely as a source of income. They’re the ones who drive the so-called labor market machine. Employers wanting to attract the attention of millennials, need to try harder.
Why?
This group consciously directs its career path. If Millennials don’t see any development opportunities at your company, they’ll look elsewhere.
A dream job for Millennials:
- gives the opportunity to gain professional experience;
- makes sense and gives satisfaction (millennials choose companies with which they identify and in which they can fulfill themselves);
- offers an individual approach to the employee (millennials prefer companies that appreciate the efforts of the employee and those that focus on capturing talents);
- in the company with specific goals;
- in the company, where they will receive feedback on each completed task / project.
Hiring Millennials – recruitment
Remember that your company is evaluated by potential candidates already at the level of the job advertisement. Make sure your offer attracts attention and stands out from the others. This is the first and most important phase of contact with the candidate.
The next step is to invite Millennials for an interview. You can be sure that a candidate from the Y generation knows the job market very well, because he is looking for the best opportunity for himself. To encourage them to choose your company, let Millennials know about:
- professional development opportunities in your company – what courses and trainings do you offer;
- employee benefits – about what benefits are valued among employees, you can read in our previous article: Employee benefits – What do employees care about?
- bonus system – how do you reward employees;
- management style in your company – remember that Millennials want to be helpful and become ambassadors of your brand;
- what are your expectations and the company’s goals;
- how do you evaluate the work of people employed in your company;
- what work system do you propose – Millennials appreciate flexible schedules;
- possibilities of Home office;
- what values does your company stand for, what guides its activities?
