Hiring Wisdom: Here’s Why You Need to Hire Millennials Differently

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As reported recently in AARP The Magazine, Millennials (a group that comprises those now in their mid-teens to early 30’s) outnumber Baby Boomers by several million, and their lifestyles may cause you to reconsider how you recruit, select, and train new hires.

To wit:

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  • Landlines are out: They sleep with their phones and almost half don’t even bother with a landline. This is why your recruiting message better be available on a smart phone and it would be even better if you had an app. (New vendors like Jobaline are springing up to take advantage of new technologies and turning the hourly recruiting process upside down in the markets it serves.)
  • No more secrets: The Wall Street Journal says Millennials ignore the long-standing office taboo of keeping your salary secret. You can either try to keep the lid on by making your rules clear, screening for compliance to structure, and training or ensure your pay policies are fair, based on merit, and defensible.
  • Driving: The percentage of young people with driver’s licenses has plunged; Millennials drive about a quarter less than their counterparts did eight years ago. This supports the research done by SnagAJob that found the No. 1 key to recruiting and retaining frontline workers is to hire people who live close to the job. (This also applies to every generation.)

This was originally published on Mel Kleiman’s Humetrics blog.

Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring hourly employees. He has been the president of Humetrics since 1976 and has over 30 years of practical experience, research, consulting and professional speaking work to his credit. Contact him at mkleiman@humetrics.com.


4 Comments on “Hiring Wisdom: Here’s Why You Need to Hire Millennials Differently

  1. The driving thing is interesting but I don’t think the rest is anything new. 20-somethings have been blabbing about salaries since they were paid in salt….

  2. Just wondering: why should Millennials be treated any differently than the rest of the workforce? Subject to the same ethics and job requirements. A lot of us do not have landlines. If we do not drive, we do not expect to be hired for jobs that require driving. Not to be too snarky, but we need to entitle these up-and-comers? For all that, hire personnel experienced with values and adaptability.

  3. The hiring approach you take with millennials should absolutely be different than that of Gen-X and the Baby-Boomers. To answer Lee’s question, this is not because they deserve to be treated any differently – it’s because they are different. Millennial job seekers are in their 20s, and many don’t have any “real world” experience. So it wouldn’t be benefiting you as the hiring manager to require that a millennial have X years of experience if you’re hiring for an entry-level role.

    The route one takes to attracting millennials to their company and open job must also be different than what was practiced in the past. Millennials know what they want, and they know they can get it somewhere so they aren’t going to settle. This may be as small as being able to wear jeans and t-shirt to the office everyday, but it’s something you have to accept if you want to hire a millennial and have them stick around.

    There’s a guide called “Inside the Mind of a Millennial Job Seeker” that discusses the best practices for hiring managers when hiring millennials. You can read it here: http://resources.hireology.com/hiring-millennials

  4. Generational diversity is one of many diversity factors to be
    considered in recruitment. It’s part of the reason we developed the Gen Y
    Recruitment & Retention Lifecycle model to aid HR in not only attracting,
    but retaining and engaging, this generation. Expectations and style of Millennials
    (as frustrating as it can be to Boomers) must be addressed from day one to
    determine skills and culture fit. The open and honest communication part is
    huge – with this generation more so than others mean what you say and say what
    you mean and don’t over promise and under deliver ( for more: http://t.co/98Rwqzi5FJ )

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