Road map to hiring Millennials

By 2020, millennials across the world will make up 75% of the workforce so companies need to position themselves in a way that this generation approves of. In a survey, PwC found that 52% of millennials are willing to choose a position with a company that offers opportunities for growth, and contrary to popular believe this generation values ethics, work-life balance, profitability, diversity and reputation as did their predecessors. So notions like: ‘voluntary turnover is higher among millennials’ are quickly falling away.
If you are hiring millennials there are a number of key issues you need to be cognizance of, like:

Having an online presence
Technology is one of the biggest things that have influenced millennials behavior. This generation is online centric and your company must position itself in a way that will appeal to them. From interactive websites to active social network pages and even having dedicated platforms for recruiting or engaging with them in topics of their interest.

Offering job flexibility
Studies show that 88 percent of millennials consider their work-life balance when choosing a job. They want to integrate their personal and professional work life together. They are seeking an overall life balance therefore companies will have to provide more flexibility in their work life. The good news is, this may lead to higher productivity as people tend to be happier if they choose the hours they are comfortable with.

Hiring leaders and not managers
Goodbye micromanagement! According to research done by Deloitte it is said that millennials are looking for leaders who place the most emphasis on employees well-being, growth, and development, instead of controlling the work experience of each employee. A manager who focuses on control, delegation and profits in no longer needed but a leader who focuses on vision, engagement, big ideas, empowerment, innovation, and transformation is much needed.

Instant feedback
Millennials are used to feedback, and lots of it. Consider the fact that they are digital natives and having grown up with computers and the internet they are accustomed to instant feedback, so instructing them on what to do is not enough. They want to know why you want them to do it and how it serves the bigger picture.

This being the start of a new year, most companies will be bringing in new talent in the first quarter, graduates being on the list. It’s important that the work place must be compatible to the needs of these modern-technology driven individuals in order to do a better job of retaining them.

Recognizing what motivates them, what doesn’t, and the subtle balance between the two will go a long way for organization in keeping millennials from frequently searching for the next job