A millennial-driven workforce is here, but a ready-or-not attitude isn’t why you should be recruiting this generation. Millennials bring passion and a willingness to fully engage with a new job if given the opportunity. The benefits to the business can be immense and set you apart from the competition—if you can find the talent and inspire them immediately. And though recruiting these younger workers requires an updated approach, the effort can yield benefits in terms of improved quality of hire—and in less time to hire.
Millennials bring passion, innovation, and ambition to their careers. This enthusiasm might be their greatest asset, but it also requires a recruitment marketing strategy unlike what companies may have been comfortable with in the past.
Here are some traits that millennials offer today’s workforce:
The millennial generation isn’t the future of the American workforce—it’s the present. Recruiting strategies that haven’t adjusted to the millennial generation’s strengths and potential are behind the curve; not recognizing the habits and preferences of younger workers will put a company at a severe competitive disadvantage.
Here are some of millennials’ behaviors, activities, and expectations that shape how they seek, apply, accept, and engage in their jobs:
Navigating the Nervous System of Two Intricate Talent Trends
Today’s talent acquisition world is nothing less than complex.
Looking at the day-to-day, as talent leaders we are wearing and swapping out a variety of hats.
We are all consumers, and influenced and impacted by what we learn from others. As leaders we are consumers, and as consumers we are leaders. As employees we are consumers, and as employees we are advocates.
In today’s world, there’s no question that in order to achieve talent acquisition success, your employer brand and employee advocates must be mutually supportive, with the employer brand message carried and delivered by employee advocates.
Hiring requirements, skill check results, cost-per-hire and time-per-hire data, advanced metrics. These are all important benchmarks that recruitment marketing uses in order to meet their organization’s unique set of challenges and goals. And indeed, the numbers are important to address current needs and shape future strategies. However, too much focus on the data can diminish the most important aspect of the recruiting equation: People. Often, candidates-as-people are lost in the shuffle as companies struggle to quickly fill positions in the fastest and most cost-efficient manner possible.
To ride the coattails of last week’s post, here are our expert thoughts on what to ask yourself when selecting a new Recruitment Marketing solution.
As we know, finding, attracting, nurturing and converting candidates – millennial and otherwise – is a whole new ballgame. It requires a Recruitment Marketing approach that provides the right experiences, at the right time and in the right venues across the Paid, Earned, Shared and Owned (PESO) landscape.