Many employers sing the same refrain when it comes to hiring millennials (the youngsters in the professional work force, typically 20-35 years of age). They complain that millennials are more concerned with their vacation time than anything else. They say their work ethic isn’t up to par when compared to their older counterparts. They are annoyed because these “young whippersnappers” aren’t willing to pay their dues; that they want everything handed to them on a silver platter. They claim that millennials are perpetual “job hoppers” who are far too eager to jump to another place of employment. Employers voice their concern that younger people feel more entitled, which makes them the biggest complainers in the office. And these are not all the arguments out there against this age bracket.
But here’s the thing: If you disregard millennials altogether, you are doing yourself and your company a big disservice. It’s just a matter of finding the right ones! After all, the right millennial will bring fresh ideas and knowledge of the latest and greatest services from which your company may be able to benefit.
So how do you weed out the millennials who are not right for you? There are a number of things you can do. Start with being completely honest with your young interviewees. If you are ambiguous or unclear with them, you may be sorry later. Tell them about the difficult parts of the job, and how long it typically takes for employees to advance. That way, there are no surprises on either side. In addition, let them know if technology will be involved in their position – this means more to some millennials than most people.
Next, it’s important to find a millennial who is grounded. That means someone who doesn't believe doing entry-level work is beneath them. Ask them questions to find out just how much they really want the job.
It’s also important to remember that the younger generation’s priorities are not exactly the same as older workers. In the past, workers were more willing to invest longer hours at work in exchange for a higher salary. Today, while money is still important, free time is often higher on the list than the extra income they might earn by working overtime.
Also, give a millennial a job that makes a difference in the world, and he or she will more likely be a happy camper. A survey done by the Millennial Impact Report indicates that more than 90% of millennials would like to work for a company that directly or indirectly makes the world a better place to live.
Most experts believe millennials are willing to stay with the same job for a longer period of time if they’re given a good reason to remain there. Forbes calls it “intrapreneurship.” In short, it’s a steady job with a clear path to move up – or sometimes even laterally, if a good young employee is unhappy with his/her current position.
Once you do find some good millennials, do everything you can to keep them and help them advance – even if they aren't in your department. Take the time to mentor them and show them how to improve themselves both as people and professionals.
Sources: Coley Company More Magazine First Advantage Forbes
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