Millennials are forcing organisations to relook at the way they attract and retain their talent. This generation is known for being avid social media users and for their tendency to just “up and leave” as and when they like. Before you jump in on your decisions, it helps to understand how these millennials tick, and you will find that it take just a bit of adjustments to see things from their perspectives.
First, UNDERSTAND their expectations
It is often said that the millennials are demanding and easily bored. Think of it from another way; rather to say they have different personalities, they have grown up in an environment that has shaped different expectations, therefore they always want things quicker and better.
It is important to incorporate technology into your hiring and retention efforts, for example using Facebook or LinkedIn to reach out the kind of talent you want to attract.
Next, make sure you are BRANDED
If you still think that branding pertains only to consumer goods, time to have another think. To attract the right kind of talent, you have to position your company in a way that would inspire your target audience.
Social media is a great tool to use for employer branding, as millennials are accustomed to using these platforms to gather information about businesses and organisations that interest them. It is vital to leverage on the elements that are important to the millennials, with emphasis on sharing; a good example would be using social media campaigns.
Create a new work CULTURE
It’s a whole new world and the next generation of workforce will be different too. It is often said that millennials are “creatures of meritocracy” – in the sense that they consider abilities as the base of their value and respect.
To engage and retain young talents, efforts must be made to reflect this (both in the workplace and at policy level) and most importantly, consistently. It is crucial that pay, benefits, and company policies are reflective of your culture. What make an ideal work culture and environment that will have millennials pledging loyalty? One which is more open, transparent, flexible and offers a good balance between work and leisure, will be the type of culture that is more attractive to the millennials, as well as the millennials-at-heart.
ALIGN your expectations with theirs
Make sure you have an on boarding process in place – this way you can ensure that your new hires are aligned to the culture, and are ready to hit the ground running. Millennials come in wanting to make an “impact”; it will spur them on if they feel that their presence makes a difference to the company. Match their energy levels and convey your enthusiasm and pleasure in having them join your organisation.
For example, having an Employee Handbook allows them to form the first impression of your organisation and feel prepared for what lies ahead. To ensure that they integrate seamlessly, it may be helpful to assign a current employee as a buddy to orientate and familiarise them over the first couple of days.
Learn to see millennials in a new light, you’ll find that they have a lot to bring to the table that can help your organisation grow!
For all matters of employment, Summit Planners has an extensive list of services available to ease your process. Find out more here http://www.summitplanners.com/services/employment-services/
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