It was a question we wanted to know the answer to ourselves. Recruitment is no different to other sectors in that the demographic of the people who work in it is changing. But the reason why the millennial generation garners so much attention is largely due to one key factor – misunderstanding.
To get the maximum return on the investment you make in your people, you need first to understand how to manage them. In doing so, you can tailor your Recruitment strategies to the right people, in the right way, and modify your Employee onboarding in a similar fashion. The starting point is identifying what millennials workers actually need and want.
In our recently published Guide to Managing Millennials we discussed this very point. Our research and experience of working with Employers over the last 20 years showed us that millennials are quite clearly looking for more than ‘just a job’ – they want much more than that.
Indeed, their primary motivations in their careers are guided by a number of factors, ranging from opportunities for career progression and work/life balance to the reputation of the organisation they are looking to join, and shared values.
What was evident from our research was contrary to perception, millennials workers very much defy the clichés they are defined by – lazy, entitled and impatient, they are not. The slight exception is with the latter – they are impatient, although not in the way you might think.
Millennials are not going away, they will soon make up the lion’s share of the workforce. So, the need to ‘get’ what they are all about should be a priority for all business leaders. After all, millennials will soon be leading the workforce themselves in the near future - the sooner an organisation starts to think about its succession planning, the better. Read more on this in the guide.
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