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7 Tips for Recruiting & Retaining Millennials

March 13, 2017

One must adapt to stay competitive, and companies are feeling this now more than ever when it comes to hiring. Millennial employees are shaking things up, and it takes more than a hefty paycheck and benefits package to recruit millennials and keep them. Companies must take a different tack if they want to hire the best and the brightest of this growing workforce demographic. There are roughly 80 million of them, born between the early 1980s and the early 2000s, and they are set to comprise about half of the U.S. workforce by 2020. Here are 7 tips for how to recruit millennials:

1. Give thought to your workspace.

Drab offices lined with cubicles will be an instant turnoff. Spaces that invite inspiration, collaboration, and even relaxation will impress this generation. You don't have to invest millions in building a state-of-the-art fitness center for employees. For companies with smaller budgets, creating comfortable seating areas with low lighting, rearranging workstations, and adding designated spaces to hang out can help up your cool factor.

2. Rethink perks and benefits.

Bonuses are nice, but millennials tend to prefer company perks that aren’t monetized. Offering flexible schedules, paid sick leave, and paid volunteer time show millennials you value their time outside of work and their wellness.

3. Ramp up your corporate responsibility efforts.

Millennials are conscious of making a difference, and they want to be part of the process. They pay attention to sustainability and social change initiatives. Employers become more attractive when they make these efforts a tangible part of their corporate cultures. Offering team-building exercises that get employees out into the community and reducing waste through recycling efforts are good places to start.

4. Retool your social media presence.

Millennials engage in social media more than any other generation, and companies that use social media effectively will be more attractive. Facebook, Instagram, Twitter, LinkedIn, and Snapchat can all be part of your recruiting toolbelt. Show off employee outings and office fun, community-building events, and interesting projects. Companies should also use their corporate blog to communicate their company vision, industry trends, and corporate philanthropy efforts.

5. Offer professional advancement and career opportunities.

Millennials do not want to feel stuck in a job. Mentorships within their department or area of interest are a great way to expose them to people with more experience who can help them find a career path. Industry conferences, networking events, and regular meetings with managers can help open new doors and provide opportunities for millennials to find a career that they enjoy.

6. Keep the interviews interactive.

Millennials want to see how they might fit into a company, so introduce them around, give them a tour, and try to make as many personal connections as possible. Show them what a day on the job might look like, including projects they would be working on and who they might be working with. Give them an honest, behind-the-scenes look at the company so they can pick the one that fits them best.

7. Include them.

Millennials grew up in a more inclusive and social environment than previous generations. If you want to retain them, they need to know they are heard and that their thoughts matter. To that end, companies that communicate openly about corporate missions and invite collaboration will make millennials feel they are an integral part of the team. Managers who offer frequent meetings for millennials to discuss their frustrations, their ideas, their goals, and their career path can keep them engaged. Performance reviews and opportunities to give and receive feedback are also important for keeping them happy.

High turnover is costly to productivity and revenue. Hiring new employees sucks up time and resources and can place the burden of extra work on other employees to fill in the gaps. It also takes its toll on office morale.

A strong corporate culture will attract and retain the right employees. At Pacific Office Automation, our company culture emphasizes collaboration and growth that can benefit all: our communities, our customers, and our employees. With a competitive benefits package, training and advancement opportunities, and an emphasis on giving back to local communities, Pacific Office Automation offers careers, not just jobs, in offices throughout the West. For more information about our career opportunities, get in touch with us today.

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