Recruitment and retention should always be on HR’s best practices radar. Now more than ever, the spotlight is shining on millennials. They are infiltrating the work force at a rapid pace and it’s important to learn what motivates them, how they are evaluating you, and arguably the most important detail, why they are most likely to leave. Let’s break down what this generation is looking for:
Career Development: In a world full of screens, face-to-face interactions may be few and far between but all the more appreciated. Consistent check-ins with your millennial team members will make them feel validated. At these one-on-one meetings, focus on their professional and personal development. Set specific milestones that can be tracked and measured. Once a milestone is achieved, be sure to acknowledge (or even reward) them for a job well done. Offer opportunities for additional job responsibilities, growth, or movement.
More Than a Paycheck: When you demonstrate an emphasis on community development, it lets your employees know you look at the bigger picture and that they can be a part of something bigger than a timecard. A 2016 study revealed that 76% of millennials, the fastest growing generation in the workforce, take a company’s social and environmental commitments into consideration when making employment decisions. In addition to supporting these initiatives, offering creative perks prove to employees that they are more than just a number. Flexible and remote work arrangements, unlimited PTO, and student loan payback plans are innovative ways to sweeten the employment deal.
Technology: The use of technology is vital in seeking and securing top-tier candidates. Don’t just take our word for it, in a survey conducted by Randstad 92% of business professional surveyed, including C-suite and HR leaders, believe technology enhances the attraction, engagement and retention of talent. In fact, a candidate’s first impression of your organization isn’t made in the interview – it’s determined by the experience they had with the initial job posting. What outlets did you use to post the open role? How responsive were you? What method of communication did you use? These are important questions to the millennial population. Do you offer online benefits enrollment? Do you utilize video chat, instant messaging, or virtual meetings? Baker Tilly Vantagen’s President and Managing Partner, Kimberly Duffy-Wylam, notes, “Technology should not be limited to the business side to drive operations; it’s indispensable for employment as well.”
Our Thoughts: While these points are important to keep in mind when recruiting and retaining the millennial population, these principles should navigate the employee experience for Gen X-ers and baby boomers, too. Named by HR Tech Outlook as one of the Top 10 HR Consulting Service Providers, Baker Tilly Vantagen offers best-in-class solutions for organizations for a progressive and competitive edge on the employment front. For more on how Kim and her team incorporate technology into the employee experience, click here.
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