Want to Attract Millennial Talent? First, Make Sure They Know Who You Are

As millennials rapidly file into the workforce — they’re already the largest generation in the U.S. labor pool, and more are on the way — employers have to adjust. Millennials have a lot in common with their forebears, but, as Elizabeth James, regional vice president of sales at TempWorks  points out, “They are a different generation.”

“If you’re not appealing to them — especially from a technology standpoint — you’re going to miss the mark with them, and you’re going to lose them [as potential employees],” James says.

Employers looking to attract millennial talent will need to make a few adjustments to their recruiting strategies — if they haven’t already — in order to be successful.

Millennials Want to Know Who You Are Before They Work for You

According to James, employers need to find ways to engage millennials in the hiring process. The initial challenge of this, she says, is “getting [your company’s] name out there in the right context.”

Millennials are a hyperconnected generation, thanks in large part to the social media platforms with which they’ve grown up, but getting a company’s name out there means more than just posting job openings on Twitter.

“It’s trying to put your company out there in a positive light, as far as why people would want to work there,” James says. “Whether that’s doing sponsorships or participating in charity events, [you have to give] people a reason to be interested in the company, not just ‘Here’s a job [you] could apply for.'”

James says that employers should utilize social media in their efforts to spread the word about themselves, of course, but they can’t stop there. Charities, networking events, and worth-of-mouth marketing through other millennials can also be invaluable parts of a company’s talent strategy.

“If your name is not out there and people don’t know who you are, they’re not going to apply or be interested in coming to work for your company,” James says.

Once They’ve Decided to Apply, You Have to Keep Them Engaged

Spreading the word and presenting the company as interesting and enticing are only the beginning steps of the process when it comes to attracting millennials, James says. Once millennials are interested enough to click “apply,” employers have to be sure to appeal to and engage with these candidates at every step along the way.

James says two of the keys to engaging millennials in the actual hiring process are streamlining the process itself and utilizing technology.

“Millennials are tech-savvy in general,” James says. “If the hiring process doesn’t show them [that an employer is also tech-savvy], they’re going to think that company is out of date.”

Examples of ways to create streamlined, tech-savvy hiring processes include fully online onboarding processes and mobile-optimized applications, among other techniques and tools.

Remember, however, that millennials may be tech-savvy, but technology isn’t the only thing an employer needs to truly engage millennials during the hiring process. Employers also need to show millennials that they are valued.

“It’s not just [telling millennials], ‘Go through the standard hiring process and we’ll consider you if we think you’re a good fit,'” James says. “Give them that sense of, ‘We appreciate your time; we want to have this honest and open relationship with you; we want your opinions to be valued.'”

The hiring process is no longer a one-way street, James says: “It’s not just the employer interviewing the candidate anymore; it’s the candidate also interviewing the company.”