You don’t have to wait for Valentine’s Day to court Millennials. In fact, wooing the best of this generation into your organization will mean doing a few things differently so you better get started today.
Millennials want an employer that fits their lifestyle, personality, and priorities. The death of company loyalty, the rise of remote, flexible, and project-based work, and the plethora of entrepreneurship outlets available today have forever changed the employer expectations of the next generations.
Let me be clear that I am opposed to catering to Millennial’s every whim in order to win them over. However, those that adapt and find new ways to cultivate loyalty in Millennials will be positioned for next generation success. Begin implementing the below tactics to ensure your future leaders fall head over heels for your company.
32 Millennial Recruiting Tactics
Make your career website and application mobile friendly.
Create an employee blog and post the authentic insights and thoughts of your employees.
Create an entertaining video intro to your company. Such as Top 6 Perks You Probably Didn’t Know About Our Company.
Create an entertaining video that goes behind the scenes of the workplace. Millennials appreciate transparency.
Offer virtual tours. Show were they will park, work, eat (surrounding areas outside of work) and what day 1 will look like.
Be simple. Don’t use overcomplicated job descriptions, operational diagrams or compensation plans.
Turn the online application into an experience. Offer a promotion or coupon as a reward for applying.
Use images of real employees in all company collateral (website, marketing, etc.). Kill all stock photos and clip art.
Showcase young leaders in your business.
Shift from an employer to an advisor/advocate. Add value first (like offering tips on how to interview well via a company blog) then ask for their consideration.
Communicate 2-4 potential career paths beyond their entry position.
Specify how your company supports a work/life balance and/or flexible schedules.
Detail top accountabilities and potential challenges they may face.
Define the professional development opportunities offered by your company.
Post your company mission and vision. Describe the “why” for Millennials.
Use your young professionals as your recruiting group. Millennials get Millennials.
Highlight company culture, innovation and professional development if you cannot compete on salary.
Make Millennials first day epic. They just might return the next day with their roommates.
Make the official job offer personal and a big deal.
Adopt a “be everywhere” approach on social networks.
Showcase your new technology and highlight their chance of being an early adopter.
Highlight how new hires can get creative, contribute and innovate on day one.
Highlight the company social perks (happy hours, beer cart on Fridays, kickball team, etc.).
Stress the level of entrepreneurship infused in your company.
Get involved in young professional associations.
Create a project based co-op or internship program.
Emphasize your community as a cool place to live. Millennials pick a city and then look for a job.
Provide a calendar of fun upcoming activities to do in the community (ex: festivals, shopping, outdoor competitions, etc.).
Throw a family and friends work party. Make it fun, quirky and off-the-wall enough that their friends want to join the team.
Sponsor a parent day at a college. Winning over Millennial parents is crucial.
Communicate the volunteer and out reach opportunities available.
Stress diversity whenever possible.
Question: What unique attributes about your business would attract Millennials?
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