In surveying our surroundings today, it is not uncommon to see eyes glued to tiny screens and fingers hastily scrolling through devices.
We have entered the age of mobile devices, and it is taking over our personal lives.
As personal devices become more relevant in our daily lives, we will also see them start playing a bigger role in the workplace.
As we enter the age of mobile, social networking and digital technology explosion, Millennials if not already, will be making their way into the workforce. This combination of factors will be driving the next revolution in the workplace.
For companies to take advantage of this workplace revolution, they need to understand and predict the entrance of the Millennials into the workforce, as well as their understanding and interaction in the workplace. Millennials are not looking for “jobs” they are looking for opportunities that match their life aspirations. The line between “work” and personal life for them is a very blurred line.
Related Article: 4 Ways You Can Attract Millennials and Why You’ll Want to Hire Them
We will try to explore this next workplace revolution by discussing each of the following topics:
- Recruitment of the Millennial
- The expectations of the Millennial
- What can the company expect from the Millennial
- How to best manage the relationship to the benefit of all parties
The first part of this series starts with the recruitment of the Millennial.
Just as the pace and way at which business is being done is changing, so is the recruiting process used to support these businesses. The strategy for recruiting the best Millennials will entail all of the following factors:
The Use of Social Networking Over Traditional Media
The primary means of gathering and sharing information for Millennials occurs digitally with the use of a mobile device, tablet or desktop. Therefore, to reach this target audience, companies are going to have to use social networking as one of their main tools in the recruiting process. Millennials are more likely to find, share or respond to an ad on a social network than any other media.
In addition to placing ads on social networks and the Internet, companies must provide a means for the Millennials to share or respond to the ad using the social networks or the Internet. Recruiting using social networks could be better targeted to the top candidates companies want to attract.
With the tools at their disposal, Millennials will be networking more than any other generation and using their connections to try and get them in the door. The initial recruiting cost could be substantially less than traditional recruiting media (print, TV, radio, etc.).
Researching the Background of the Company
As the Millennials will most likely be on a device when they first discover the employment opportunity, the next logical step would be to use the device and do some background research on the company on the Internet and social networks (LinkedIn, Glassdoor, Yelp, Quora, etc.).
Millennials will be looking for insight into the work environment, stability and how their peers perceive the company. This will likely be the first impression the Millennial will have of the company as an employer. Companies should be prepared for this and actively manage any false information out there.
What Millennials Think About the Future Direction of the Company
The future direction of a company is more important than the history and "Prestige" in the eyes of the Millennials. Millennials not only want to be part of a company that is seen as leading edge, but they also want to take an active part in the development and rollout of these ideas and technologies.
They are less likely to be impressed with companies doing business as they have for the past decades and continuing forward with the same than companies with progressive visions for the future.
Preparing for the Interview
Millennials will be researching the social networks for interview questions, tips and techniques posted by previous candidates. Just as the Millennial will be doing his/her homework and researching the company on the Internet and social networks, the recruiter should be too. A recruiter could gain valuable insight into a candidate’s potential fit for a company by researching the candidate’s social network accounts.
This screening could provide information about candidates' views on social issues, leadership potential, team player ability, etc. Companies should, however, consult with their legal team to make sure they are not unfairly discriminating or accused of negligent hiring. Recruiters should also be up to date on the current/popular social network sites, as the ranking and usage of the social media tend to change over time.
The Interview Process
The Millennials seem unbiased toward any of the interview methods (Phone, In Person, Video, Skype, Face-Time, etc.) They will come prepared to answer questions, as well having questions of their own. They will expect that the interviewer will respect their values and viewpoints as well as their intellect. Unlike previous generations during the interview, they will be more interested in the company’s core values, social standing and future than the past achievements and benefits.
During the interview, they too will be trying to determine if the company is a good fit for them. Millennials will not be the "Yes" of past; they will voice their honest opinion and expect the same in return.\
Irrespective of the outcome, the Millennial expects timely post-interview feedback. It is likely that they will be sharing a lot of the recruiting process on social media, and the longer they wait, the more likely they are to start searching for something else even though the outcome could be positive.
The following article is going to be a part of a series of articles exploring the expectations of Millennials and the company, as well as how to best manage the relationship to be mutually beneficial for both parties.