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Top 5 Mistakes Employers Make when Trying To Attract Millennial Hires

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Millennials, also known as Generation Y (born 1981-96), have become the largest group of professionals in the U.S. labor force. Talk of what these employees want has been bouncing around hiring blogs for a number of years. However, employers are still making some common mistakes in their hiring process in regard to attracting these candidates.

Since they make up about one-third of the workforce, you better make sure your hiring practices are in tune with what Generation Y  wants in a company. Below we line out the Top 5 Mistakes Employers Make when Trying To Attract Millennial Employees.

1. Focusing Heavily on Salary Compensation

Millennials have been taught to embrace a more holistic experience when it comes to their lives. This bleeds over into all areas, including their career. In addition to a competitive salary, these workers are looking for the whole package. Be sure to include all employee incentives such as educational programs, company happy hours, and the free Starbucks coffee available in the break room in the job ad.

2. Leaving The Career Path Out of the Job Description

Generation Y wants to know that they can grow with a company, and they expect that path to be clear. When searching for their next job they may be at a company where they feel they aren’t able to adequately grow.

“Younger job candidates want to know that they’ll be able to grow within a company,” said Brandi Britton, district president for Robert Half. 

“During the interview process, highlight your company’s leadership training programs and opportunities for upskilling, which can help motivate these professionals toward accepting an employment offer with your (company).” 

3. Not Nurturing and Sharing Your Company Culture

Smart employers are including the following details in their job ads:

Why Our Company Exists

What Our Company’s Values Are

What Our Company Vision Is

The above statements make up the core of your company culture, and they are important for a potential Generation Y employee to know.

Outside of these base statements, it’s smart to include other activities that define your company’s culture such as the perks — free beer, free snacks, ping pong tables, ect. List all the things that bond your current employees together to make your culture appear appealing to an outsider.

4. Not Using Technology in the Hiring Process

In June of 2017, McDonald’s launched its Snaplications program, which lets job seekers start their application by sending in a 10-second Snapchat video explaining why they’d be a great employee. The idea is to give applicants a chance to showcase their personalities, which McDonald’s feels is key to a customer-facing role.

Walmart has also gotten creative with its hiring practices, using virtual reality headsets to test prospective managers. It presents applicants with simulated real-life situations, like an angry customer or messy display, and then evaluates their real-time reactions. 

Such unconventional hiring methods give companies an opportunity to appeal to younger generations and show their personalized, relatable side.

5. Focusing on Length of Stay At Past Jobs

Millennials are notorious for job-hopping which is more of a culture thing than an indication of flakiness. 

As you proceed, there are a few things you should keep in mind according to Forbes:

-Experience is a good thing. Every job you get is more experience under your belt, and working in more positions with more coworkers and more employers is only going to give you more diverse experiences—and a broader perspective you can carry throughout your career. Take something away from every job you hold.

-Commitment is a two-way street. Leaving a job doesn’t necessarily mean an employee lacks commitment or loyalty; it can also mean the employer isn’t treating you fairly, or that the environment isn’t appropriate for you. Commitment is a two-way street, so don’t put pressure on yourself to stick around with an inferior employer.

-Contacts are more important than any one opportunity. If and when you leave, don’t burn bridges. The contacts you make at each job are probably more valuable than the job itself. You never know when you’ll need a new partner, referral, recommendation, client, or even employee in the future.

-The gig economy is alive and well. The economy is thriving on part-time positions, side hustles, and temporary gigs, so it might be in your best interest to job hop—at least for the time being. Job hopping means opening yourself up to more opportunities, and taking advantage of more chances for work and experience.

-Talent, experience, and attitude matter more than duration. The length of time you spend at a job doesn’t matter as much as the talent and attitude you had while you were there—and the experience you take with it—in the same way that the length of a movie doesn’t predict its overall quality. Focus on making the most of all your jobs and career experiences, rather than stressing over the number of jobs you’ve had, or how long you spent there.

There you have it! Don’t make these common mistakes when you are looking for your next amazing hire!

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