Engaging Millennials as a Recruiter
Author: Casey Fleischmann Source: Undercover Recruiter
In 2014, 36% of the workforce was made up of Millennials who were between 18 and 35 years old. This percentage is expected to rise to 75% by 2025.
According to a study done by UNC’s Kenan-Flagler Business School and the YEC, most Millennials value jobs with growth opportunities, which include both personal and career growth. To them, it is more important to have jobs that are aligned with their passion than to have to jobs that pay more.
Some refer to Millennials as the most entrepreneurial generation ever. So, how can recruiters engage them and exploit their natural talent for technology, creativity, and ambition?
1. Keep the recruiting process personal
In order to engage Millennials, the recruiting process must be dynamic and interactive. They prefer meaningful, fluid, and relevant interaction to standard static experience. In addition, they appreciate flexibility and prefer engagement conducted from a computer, tablet, or even a smart phone to traditional face-to-face meetings. Some Millennials also express frustration with recruiters who don’t do their homework on recruits and communicate with non-personalized or canned messages. This often leads to bad fitted jobs and a waste of time for both the recruit and the recruiter.
2. Keep the recruiting process efficient
Most hiring processes are time-consuming and require a lot of paperwork. Because of this, some Millennials choose to opt out of the process. In order to engage these Millennials, recruiters have to keep the process efficient, such as screening, interviewing, and scheduling in a single engagement. The process also has to be transparent, which means that the candidates are kept in the loop throughout the recruiting process.