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The millennia are not like the others. It's the biggest generation of labor – 56 million people, says Pew Research. They are also more likely to change jobs – three times more likely to change jobs than non-millennials, according to Gallup. To convince them to join your company and stay there, you must abide by their rules.
Based on the growing percentage of millennials, conversations with our customers about what's right for them, and to help manage campaigns targeting this group, here are five rules to consider:
1. Pay attention to your values.
A generous pay check and a fast track to promotion are not enough to attract and retain the millennial generation. They want to work for companies that fit their personal values. A study found that & nbsp;75% of Millennials& nbsp; stated that they would be willing to accept a pay cut to work for an environmentally friendly company.
Make sure your website shows signs that you are living your business values. For example, our company uses the Careers section of our site to list not only the jobs available, but also to show potential employees what our agency represents.
2. Be authentic and transparent.
Do not sell a dream. Speak with authenticity and transparency. You are dealing with a generation that is less trusting of companies than previous generations. According to one 2018 Deloitte Millennial Survey, "Millennials' views on business motivations and ethics, which tended to change over the past two years, have dropped dramatically.There is still a glaring imbalance between what the millennial generation thinks business leaders should realize and what they perceive as their real priorities. "
Some companies will always have a factor of coldness that makes job seekers, even millennia, look through pink lenses. For the vast majority of businesses, however, it's important to be honest with the millennial generation and tell them what it means to work for you and how your business behaves in a responsible and responsible way.
One of our clients, who attaches great importance to hiring the millennials, has put in place an extremely rigorous and lengthy employee selection process. To define the expectations of potential recruits and be more transparent, we worked with the client to publish personal testimonials from employees describing the hiring interview process and employee expectations at the time of their hiring. When you make an extra effort initially, you increase your chances of keeping your staff.
3. Invest in their growth.
Millennials want to grow up at workand that does not necessarily mean that they want promises of promotion. Investing in their skills will not resonate well beyond the promise of a more prestigious title and higher salary ahead of them. In fact, according to a recent survey of Generation Y, training is the number one factor The millennial generation takes into account his job I know from personal experience. As CEO, I regularly visit all of our offices and I try to speak with as many employees as possible. Whenever I ask employees, "What do you want next in your career?" the answer among our millennial employees is almost always, "I want to develop my skills.I want to learn," not "I want more money."
Companies need to tell how they invest in their employees wherever they can, and these stories are more powerful when they are told by the employees themselves, for example through testimonials. If you offer educational programs to enhance your employees' skills or personal learning time, make those benefits known.
4. Give them a chance to have an impact.
The millennial generation wants to have an impact both at work and outside of work. Provide paid volunteer time resonates with the millennial generation because it meets their need to make a difference. (Salesforce offers 56 hours of paid volunteer time per year.) Generation Y members are also looking for opportunities to make a difference with their co-workers, for example through retrocession programs, in which companies carry out research projects. community service. According to & nbsp; a report, 75% of millennials surveyed "preferred working with groups of colleagues rather than doing independent service projects."
Generation Y youth also want to know how their work impacts on their employer, beyond the good for society. So, show them how they can impact your business. Give them the opportunity to make a difference in your business and celebrate them when they do it.
One of our clients, a high-end fashion retailer, began offering more affordable wedding dresses after an employee monitoring their social activities noticed that their followers were looking for less expensive solutions than wedding dresses. It's always good to give your employees the means to make a difference, but this is especially true for the millennium, which sees the impact as its own reward.
5. Have a digital dialogue.
Proximity to campuses and job fairs remains important for the personal touch, but the millennial generation must interact online with you. And I do not mean posting pictures of your business and video testimonials of your employees. It's important to do these things, but you'll also need to have real digital conversations, such as live conversations with your employees about your business and responding to them on your social networks and your website. . The Careers section of your website should be a wealth of information and dialogue with your company. You must be active on every digital touchpoint on which they operate.
What you should do
How do you respect the millennium rules? There is only one way to find out: ask them. Ask them as part of your recruitment process. Regularly survey your staff and find out what works and what does not work. From a marketing / communications perspective, audit your digital channels for attributes such as transparency, authenticity, and consistency with the story you tell about your business beyond the Careers page. But above all, keep your words. Provide the kind of place that millennia will love.
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The millennia are not like the others. According to Pew Research, they make up the largest generation of the labor force – 56 million people. They are also more likely to change jobs – three times more likely to change jobs than non-millennials, according to Gallup. To convince them to join your company and stay there, you must abide by their rules.
PUBLICITY
Based on the growing percentage of millennials, conversations with our customers about what's right for them, and to help manage campaigns targeting this group, here are five rules to consider:
1. Pay attention to your values.
A generous pay check and a fast track to promotion are not enough to attract and retain the millennial generation. They want to work for companies that fit their personal values. One study found that 75% of respondents said they were willing to accept a pay cut to work for an environmentally friendly company.
Make sure your website shows signs that you are living your business values. For example, our company uses the Careers section of our site to list not only the jobs available, but also to show potential employees what our agency represents.
2. Be authentic and transparent.
Do not sell a dream. Speak with authenticity and transparency. You are dealing with a generation that is less trusting of companies than previous generations. According to a Deloitte 2018 Millennium Survey, "Millennials' views on corporate motivations and ethics, which have evolved over the last two years, have declined sharply.There is still a glaring imbalance between what Generation Y thinks the companies responsible for should reach and what they perceive as their real priorities to be. "
Some companies will always have a factor of coldness that makes job seekers, even millennia, look through pink lenses. But for the vast majority of companies, it's important to be honest with the millennia, telling them what it means to work for you and how your company acts as a responsible corporate citizen.
One of our clients, who attaches great importance to hiring the millennials, has put in place an extremely rigorous and lengthy employee selection process. To define the expectations of potential recruits and be more transparent, we worked with the client to publish personal testimonials from employees describing the hiring interview process and employee expectations at the time of their hiring. When you make an extra effort initially, you increase your chances of keeping your staff.
PUBLICITY
3. Invest in their growth.
Millennials want to grow up to work and that does not necessarily mean that they want promises of promotion. Investing in their skills will not resonate well beyond the promise of a more prestigious title and higher salary ahead of them. In fact, according to a recent survey of the millennial generation, training is the # 1 factor that millennials take into account when creating a job. I know from personal experience. As CEO, I regularly visit all of our offices and I try to speak with as many employees as possible. Every time I ask employees, "What do you want in your career?" The answer of our millennial employees is almost always: "I want to develop my skills, I want to learn", and not "I want more money."
Companies need to tell how they invest in their employees wherever they can, and these stories are more powerful when they are told by the employees themselves, for example through testimonials. If you offer educational programs to enhance your employees' skills or personal learning time, make those benefits known.
4. Give them a chance to have an impact.
The millennial generation wants to have an impact both at work and outside of work. Providing paid volunteer time resonates with the millennial generation because it allows them to make a difference. (Salesforce offers 56 hours of paid volunteer time per year.) Generation Y members are also looking for opportunities to make a difference with their co-workers, for example through retrocession programs, in which companies carry out research projects. community service. According to one report, 75% of Millennials who participated in the survey "preferred to work with groups of colleagues only in independent service projects."
Generation Y youth also want to know how their work impacts on their employer, beyond the good for society. So, show them how they can impact your business. Give them the opportunity to make a difference in your business and celebrate them when they do it.
PUBLICITY
One of our clients, a high-end fashion retailer, began offering more affordable wedding dresses after an employee monitoring their social activities noticed that their followers were looking for less expensive solutions than wedding dresses. It's always good to give your employees the means to make a difference, but this is especially true for the millennium, which sees the impact as its own reward.
5. Have a digital dialogue.
Proximity to campuses and job fairs remains important for the personal touch, but the millennial generation must interact online with you. And I do not mean posting pictures of your business and video testimonials of your employees. It's important to do these things, but you'll also need to have real digital conversations, such as live conversations with your employees about your business and responding to them on your social networks and your website. . The Careers section of your website should be a wealth of information and dialogue with your company. You must be active on every digital touchpoint on which they operate.
What you should do
How do you respect the millennium rules? There is only one way to find out: ask them. Ask them as part of your recruitment process. Regularly survey your staff and find out what works and what does not work. From a marketing / communications perspective, audit your digital channels for attributes such as transparency, authenticity, and consistency with the story you tell about your business beyond the Careers page. But above all, keep your words. Provide the kind of place that millennia will love.
PUBLICITY
