The emerging workforce in the next several years will be from those recent and soon-to-be graduates so identified as the Millennials. With more young adults going to college, the volume of qualified candidates in varying industries has increased and will continue to do so. Especially here in Southern California, however, dependent upon what industry these graduates choose to go into, the demand may be higher than the supply–as seen in many scientific, engineering and technological fields–or the supply higher than the demand.
Over the past few years companies have struggled to successfully hire good, quality candidates from this Millennial pool and the question arises of, “Why?” The answer is starting to make itself clear in the form of the question, “How?” How are companies going about hiring Millennials and what isn’t working that the demand for talented and skilled candidates is greater than the supply which seems to be available?
Kevin Mason points to 5 things every recruiter and company should do to dynamically and effectively recruit in his article, “What You Should Know About Recruiting Millennials.”
Engage in Social Media: the Millennial generation utilizes social media platforms more than any other to search for and evaluate companies looking to hire. By actively managing social media platforms, potential candidates can be better informed and make clearer decisions on if the job is right for them. This not only allows them to put a position in a keep or discard pile, but allows a company to know that those who apply want to be there for a reason.
Use Creative Compensation: paychecks aren’t everything, as much as they often seem to be. Companies and organizations who offer more creative perks and benefits will likely glean a higher percentage of candidates. Things like internships, paid training or tuition, time off for charitable work and fun company events are sure to gather more attention than not.
Recruit Before They Walk: tapping into the pool of current college students can have a great payoff. Companies will know that these fresh candidates are still in the mindset of hard work and goal setting and will be able to often seamlessly move from school into a work atmosphere. Develop relationships and offer internships with local schools to engage with prospective candidates.
Define the Company Culture: being proud of where one works is important, but knowing through and through by every avenue before a candidate even begins work can bring a stronger sense of loyalty along with employee longevity. If a candidate knows what a company is about before they start and decide to take the job, a company can be sure that this person wants to be there for a reason.
Flexible Options: hours are only a part of the overall picture. Millennials have grown up with the quick progression of technology and are equipped to work anywhere at any time because of it. Knowing that they have some room for flexibility within a life/work balance can help candidates from this generation be more productive and efficient.
Utilizing old and standard methods of candidate recruitment can delay hiring and may be ignoring an entire generation of up and coming Millennial possibilities. In Orange County, Los Angeles, Riverside and San Bernardino counties alone, industries ranging from chemistry, engineering, tech and entertainment, professional and medical services have a high supply of Millennial candidates graduating from some of the best colleges and universities in the country. As a recruiter, HR manager, or company, why isn’t marketing to the Millennial generation on the top of the list?