Keep up with the latest hiring trends!
Ah, millennials. Born between the early 80s and late 90s, this generation continues to baffle researchers, marketers, and pretty much everybody else. Just Google “millennials” and you’ll see there is no shortage of articles and studies about this most elusive of creatures.
So it’s no wonder that Millennials present a challenge to employers as well. Recruiting them to join your company requires a different approach from previous generations and understanding their values and motivators is key to hiring and retaining them. So to help you figure out how to approach this finicky generation, LinkedIn were kind enough to create an infographic based on findings from their 2015 Talent Trends Report.
Not only does this guide illustrate key insights on how millennials behave when it comes to job searching and what they value career-wise, it also shows you how you can engage and hire them successfully. So enjoy, brave recruiters. Go forth and hire those Millennials!
- Millennials are satisfied with their jobs, but open to new opportunities
You might be surprised to see that Millennials are just as satisfied with their jobs as other professionals. But we need to be aware that Millennials tend to job hop more frequently than older generations – the median tenure for millennials is only 3 years, which is less than a third of the median tenure for professionals over 50 years of age.
This job hopping doesn’t necessarily mean Millennials are unhappy at work, it just means they’re more open to trying new things – and as a result, 84% of them are interested in talking to a recruiter. Furthermore, they’re more likely to be actively looking for a new role, with 36% of millennials claiming they’re active, compared to only 26% of older professionals.
- They’re looking for jobs online, primarily on mobile devices
72% of Millennials search for jobs on job boards followed by social professional networks and company websites. When it comes to where they’re searching from, 72% of Millennials use their smartphones, compared to 63% of other professionals.
- Personalising your message and including specifics is essential for getting them interested
When it comes to reaching out to Millennials about your open role, the 3 things they want to hear about most are:
1. the role’s responsibilities
2. why you contacted them specifically
3. the projected salary range
While they are open to hearing from you through any channel, email is the most popular form of communication, followed by a LinkedIn InMail, than a phone call, and then a text message.
- Highlighting better compensation, professional development, and advancement gets their attention
When it comes to getting a Millennial to consider your job offer, there are 3 main things you should highlight:
1. better compensation
2. professional development
3. more opportunities for advancement
While compensation is equally as important to other professionals, Millennials differ in the higher value they place on opportunities for development and advancement. Highlighting these aspects of the role will get you closer to a “yes.”
- Providing feedback and answering all their questions are key to getting them to accept
The interview experience is crucial to getting Millennials to seriously consider taking the job, with 78% of them saying that the overall interview experience is very important in their decision to accept an offer.
And, there are 2 things that need to happen for a millennials to have a positive experience:
1. getting all their questions answered
2. post-interview follow-up
In fact, even if they don’t get the job, 95% of Millennials want your feedback so they can use it for their next interview. And, they’ll respect you more as an employer, which positively affects your employer brand.