Jessie J is one of the biggest stars of ‘generation Y' and she launched her music career with the song ‘Price Tag,’ which is about the rejection of materialism in favour of life’s more important pleasures.
I’m not a big fan of lumping an entire generation into a ‘category’ but there are undeniably common traits shared by those who are classed as part of this generation ‘Y’ – otherwise known as millenials (people born between the 1980’s and the early 1990’s).
Recently, a number of clients have asked me why their traditional methods of recruitment (that have always worked) don’t seem to be attracting this tech savvy, balance seeking generation.
My response is always the same; for them it’s no longer just about the money and career opportunity. They are seeking out companies that will facilitate flexible working arrangements, embrace new technology, and provide a collaborative working environment.
So what processes can you easily implement to attract upcoming talent, who will be the future managers and leaders of your business?
Keep your messages concise
With an overwhelming amount of information being absorbed daily, and up to 40% of job adverts now viewed via a mobile device, it is important to keep your recruitment messages short.
Focus on the top three aspects of the role that will appeal to your audience. Use bullets and numbers to break up prose and make it easier to scan.
Make technology central to your campaign
Heard the phrase ‘if you can’t beat them, join them’? It is vital to communicate with millenials in a fashion that they are used to, if you want to increase response rates.
The use of video, pictures, social media and targeted messaging are all good ways to differentiate your opportunity.
Generation Y have grown up with access to people’s lives via the internet and social media.
It is therefore important to show your company’s personality, and to be transparent in your recruitment communications.
Whilst you want to sell the opportunity, don’t oversell! Millenials have high expectations of their employers, and will not hesitate to seek an alternative if the job is not what they envisaged.
Where previous generations may have happily worked 12+ hours per day in order to earn more money and climb the career ladder, this is not true of the upcoming generation.
I have recently heard this generation being referred to as lazy, but to my mind they are just more in tune with what they want from life.
As an employer, if you can provide a working environment that is collaborative, fosters creativity and embraces all things new and shiny, you will attract a loyal workforce who will really shape the future of your business. There is no glass ceiling for this generation, so your main challenge will be managing their expectations, in line with the pace at which you want to develop your business!
I hope that I have provided some insights that will give you a competitive advantage in your next recruitment drive.
I’d love to hear about your experiences of recruiting staff of this generation and any challenges or successes, which you have had. Please leave a comment below.