When millennials came into the world of work, their predecessors, Generation X (born between 1965-1980), received them with a certain amount of mistrust. But Baby Boomers, those belize email list who are closer to retirement, did not fare much better, and armed themselves with equal parts doubt and mistrust. And no wonder. Millennials do not go unnoticed in organizations: their egocentrism and desire to take on the world, technologically native, prepared and independent . Given such a declaration of interests, don't you think that your recruitment strategy should be designed and oriented towards them?
Millennials are coming: why does your company need them?
According to various estimates, millennials will represent the majority of the workforce after 2020 ; a statistic that is not lost on companies or employers. In some companies, the change is more dramatic and they estimate that they will make up an astonishing 80% of their workforce in the coming years. So, large and small employers, you must begin to consider what changes you need to make to position yourself as magnets for these young people .
Millennials are not afraid to promise eternal love to a company. In addition, companies must take into account that these new employees have a different professional profile that will inevitably condition the relationship between employee and employer:
They are the most educated and willing generation . They also understand the consumer of the future like no one else.
They have the mentality that their employment is temporary. They value a career plan and feeling valued above all else.
They have been trained to feel insecure that their career will not provide them with a secure job. Therefore, they transform complaints into action and passivity towards entrepreneurship.
They have a huge presence on social media , which changes the way they look for work.
They want to feel identified as part of the project , and not collaborating will depress them.
So, recruiters beware! Go to LinkedIn if you are looking for a millennial profile, go to social networks like Facebook to get to know them, research professional banks at specialized schools like ESADE or even call former interns if they have left a good mark. As a recruiter, you must adapt to their role, speak their language and offer them jobs that align with those very strong values that they have.
And remember: the hardest thing about this new generation is getting them to stay at your company. If you are able to create dynamic work environments in an honest and transparent way, you will surely gain many points in your favor. Learn more about this young type of worker and learn how to choose the best ones thanks to the infographic that we show you below.
