No, It’s Not Hard to Find Good Millennial Employees

When Baby Boomers were first entering the workforce, they likely expected to find a good-paying job with a pension, a job they could hold onto for decades while they started having kids sometime in their 20s.

Clearly, a lot has changed since those days, especially when it comes to the employer-employee dynamic. Having grown up in the era of downsizing and outsourcing, Millennials don’t expect loyalty from their employers. Many don’t plan to have kids until their 30s. They tend to be career- and lifestyle-focused, and probably for good reason.

Employers should be looking to bring more Millennials into their organization as Baby Boomers start retiring and Gen Xers start to transition into leadership roles. The best way to hire Millennials is to understand their perspective and motivations.

‘Me Generation” is a bit of an overstatement

The power held by working Millennials and their desire to focus on themselves over family has contributed to an unfortunate label: Generation Me.

However, Millennials aren’t asking for more than what earlier generations were given; they just want different things that align with their different priorities. They’re also well-positioned to demand the things that they want. Millennials know the labor market currently favors them and they understand that they are in demand, since they currently make up the largest age group in the workforce. Therefore, they currently hold a great deal of power in their dealings with employers.

Providing a plan to grow

In addition to a favorable work-life balance, Millennials are typically interested in jobs with room for growth. Businesses that don’t offer opportunities for career progression will have difficulty attracting and holding onto Millennial talent.

Millennials should also have proper onboarding when they join an organization. More than basic orientation, they have to see a plan that indicates how the business is going to help them grow as a professional. The plan should outline when and how prospects for advancement will be available. This plan also must be included in a job posting, or else they’re probably going to look elsewhere.

Taking a proactive approach

Above all else, Millennials differ from past generations in their desire to emotionally engage with their career.

Millennials are often looking for more than just a job or step on their career path: They want their job to be an extension of who they are as a person. Therefore, employers should strive to include all workers part of the company community, in addition to being part of a functional team.

Companies should also connect the work of individual employees to greater organizational goals they can take pride in. For example, a real estate company should regularly remind employees of the satisfaction their customers get when they buy their dream home.

At Labor Temps, we work hard to connect our clients with talented individuals from all generations. If your company is currently looking to reinforce its current staff with a custom talent acquisition solution, please contact us today.