Working Together with Millennials

Working Together with Millennials

Now that you have hired millennials, this last blog in our millennials series discusses integrating them to become part of your team, and making changes to your organization to fit their professional needs. As with any new employee, it takes time for that person to become acclimated to your organization.

This article, 2018 Millennials at Work Report, touches on managing this generation, millennials in leadership and long-term change. Making small changes across the board to create a more relaxed work environment seems to be a key starting point. Even employees outside of this generation will welcome change as they too seek more flexible schedules, cutting edge technology, professional development and management feedback.

If leaders are willing to take the time to invest in this generation of workers, it will surely make a difference to not only their teams, but their business.

We came across in interesting article on Tips for Interviewing Millennials (And What They Really Want from a Job).  It discusses how, in the workforce today, there are 5 different generations of workers. How does an employer position themselves to be attractive to each of these generations?

The first step would be understanding what each generation is looking for in an employer and seeing how that fits within your organization. Millennials have quickly become the largest growing pool of candidates and interviewing them may be a bit different than previous generations.

The top items they want to hear about are equality, flexibility and growth. This article will give you some key questions to ask to ensure both you and the candidate are on the same page to create a perfect union.

This post, The No. 1 Thing That Causes Millennial Employees to Quit, states that more than one third of the workforce in the United States is between the ages of 18 and 34 years old. It also points out that millennials are currently the largest group of workers in America.

Dominating the recruiting pool, millennials have made it well known that if they are not happy in their current work environment, they will move on without hesitation.  So, what can companies do to meet the needs of millennials? It seems the answer is not that difficult to find – to recruit and retain these workers, employers simply need to provide them a corporate culture that provides positivity, flexibility and the latest technologies.

Companies need to take a closer look at what they offer, and make the necessary changes to not only attract, but keep, these valuable employees who are the future of their organizations.

Can you believe it is already 2018? Think about all the technological advances there have been in the last 10 years… no actually make that 5 years ­- it is truly unbelievable! All of this new technology has created a culture of “now”. Interested in watching something on TV – just stream it, “now”. Do you want to ask someone a quick question, no matter where they are – just shoot them a text, “now”.  Do you want to order something and have it delivered today – just get online and order it, “now”.

Move that thinking to the human resources or recruiting department of an organization where they think, if only we could start to screen for this position “now”. If only we can confirm this candidate is as good in person, as they are on paper “now”. This is where the advantage of video interviewing comes into play.

This article, 15 Advantages of Video Interviews You Didn’t Know About, discusses how companies, both big and small, are using this technology to screen candidates, streamline the hiring process and save these organizations time and money.  A video interview is a great way to connect with a potential employer, so be prepared as you begin your next job search and make sure you are camera ready!

On the first day of Job Hunting
my recruiter said to me:
update your resume quickly

On the second day of Job Hunting
my recruiter said to me:
Take two days on LinkedIn
and update your resume quickly

On the third day of Job Hunting
my recruiter said to me:
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the fourth day of Job Hunting
my recruiter said to me:
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the fifth day of Job Hunting
my recruiter said to me:
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the sixth day of Job Hunting
my recruiter said to me:
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the seventh day of Job Hunting
my recruiter said to me:
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the eighth day of Job Hunting
my recruiter said to me:
Set up eight interviews
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the ninth day of Job Hunting
my recruiter said to me:
Send nine thank you emails
Set up eight interviews
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the tenth day of Job Hunting
my recruiter said to me:
You have ten offers, accept one already
Send nine thank you emails
Set up eight interviews
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the eleventh day of Job Hunting
my recruiter said to me:
Only eleven days until your start date
You have ten offers, accept one already
Send nine thank you emails
Set up eight interviews
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

On the twelfth day of Job Hunting
my recruiter said to me:
Enjoy twelve months of paychecks now
Only eleven days until your start date
You have ten offers, accept one already
Send nine thank you emails
Set up eight interviews
Here’s seven interviewing tips
Schedule six meetings
Spend five days networking
Research four preferred companies
Post your resume on three job sites
Take two days on LinkedIn
and update your resume quickly

As a manager or leader, some of the biggest mistakes you can make are not sharing your vision, holding on to control, not letting your team grow as professionals and simply not saying thank you enough.

In this article by Dave Ramsey, he has a list of 4 Ways to Empower Your Team.  It’s a quick read with a solid message:

  1. Share Your Vision
  2. Stop Micromanaging
  3. Enhance Their Skills
  4. Brag on Them

Yes, that’s a short list, but each item has a significant impact. Employees do not feel connected when they don’t know where the company is planning to go, things to do not move forward quickly and time can be wasted when they are not able to make decisions on their own. Your team needs the ability to grow through training and mentoring, and they need to feel appreciated so that they know that you are aware of their efforts.

Start today, pick one task and give your team the ability to make a decision. It will make your employees feel valued and may increase morale in your workplace. So, just just let it go and see what happens. You may be surprised and find that your job just got less stressful!

At CC Pace, we aren’t trying to fit you into a role; we’re committed to finding the best fit for you. Why? Because we are not your average staffing firm. This commitment is the reason our clients have stayed with us for over 35 years and why many of our candidates have worked with us for over a decade. As a recruiter at CC Pace, I strive to get the best sources available to keep up to our firm’s reputation.

‘Purple squirrel’ is a term used by recruiters to describe a job candidate with precisely the right education, specific, hard-to-find experience and qualifications that perfectly fits a job’s multifaceted requirements (Wikipedia). It may sound unrealistic, but if your hard work pays off, and maybe with a little luck, you find just the right candidate which fits your clients requirement – and that’s your purple squirrel.  You simply cannot afford lose them!

They’re in high demand. As the author of the article below says, you can’t just blast them with impersonal email and expect them to respond. They get dozens of those emails each week and it’s never going to work.  You can’t just tweet them a job title or send an InMail with a link to your job posting and expect them to drop everything and apply online. It just isn’t going to happen.

So, how is it going to happen?  There are some great tips in this article, Recruiting Purple Squirrels? Here’s the Trick, by Stacy Donovan Zapar, for courting your purple squirrel.  Enjoy and hopefully it adds to your recruiting arsenal.