The Millennial generation or people born from 1980 through 2000 continue to enter the workforce. These new graduates bring with them a different workplace perspective. It is critical for organizations to be mindful of this generation’s perspectives to make themselves attractive to new graduates.
Melonie Boone, CEO of Boone Management Group, comments about how to enhance an organization’s recruiting strategy. For example, she believes organizations must offer flexible work schedules, incentives programs, and other ways to show value to the potential hire. This tip resonates with new graduates because potential job candidates now scrutinize if they are a good fit for the culture and how the daily tasks are performed.
Another challenge organizations face to recruit Millenials is how pop culture and the media portray large organizations. For example, employees are often portrayed doing monotonous work and do not get proper recognition for their accomplishments. Furthermore, movies and cartoons such as Office Space and Dilbert reinforce these notions. Millennials enter the job market with these preconceived stereotypes and expectations about workforce; therefore, it is important to model the way start-ups are attracting new grads.
Inspired by a Harvard Business Review post; here are some tips of how start-ups are attracting new grads that your organization should consider incorporating:
Creating Value and Marketing: Everyone enjoys feeling important and that their work actually has meaning and is being valued. An organization that shows recognition of its employees’ work is not only positively correlated with employee engagement, but also gives millennials a sense of having a meaningful impact. To create this desired impact, organizations can construct company values and jargon into recruiting material and company wide messaging. Additionally, having your organization emphasize the mission and vision to employees and involve them in strategy conversations creates a sense of having an impact on the organization.
Some start-up organizations like Grouper promise that if you work for them you will “make a dent in the universe.” Targeting new grads beliefs and values is a good technique to make your organization more attractive.
Autonomy: My colleague, Christopher Shaw, wrote a blog post last week about how autonomy relates to motivation. This section will look at autonomy in a different light by getting insight into why autonomy is important to new grads. For instance, it is commonly known that millennials work to live, not live to work. With this notion in mind, there is becoming a trend of employees either working at home or having flexibility in the time they come to and leave work.
Some organizations are already providing autonomy such as a software company Atlassian, which gives its employees autonomy by having “FedEx days.” These are one-day bursts of autonomy that allow employees to work on anything they want as long as it is not part of their regular job. By having these FedEx days, this organization has had most of its newest software developed and creates an innovative culture. Similarly, Google has implemented “20 percent time,” which gives its employees time to pursue their own ideas.
As more millennials enter the workforce over the next 5-10 years, we will see a shift in recruiting practices and how organizations function. These tips may help retain and engage current employees and not only be targeted to new grads. Just remember one thing; to stay current by attracting and retaining the best talent to your organization you must adapt and be flexible.
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