New Millennials are the 20-somethings entering the world of work and making their way up the career ladder. The next generation of employees – New Millennials have been known to have certain traits and characteristics – that differ from their ancestors. So how does the world they’ve grown up in making them different and what does it mean for recruiters dealing with them of a daily basis?
Here are the differences and implications when recruiting New Millennials.
The common belief when New Millennials were growing up was for parents to feed their children with self-esteem. In the 80s and 90s the more self-esteem children were given, the better equipped they would be in life. So, out of love, that’s what parents did.
What we have learned since is that too much self-esteem and praise can lead to a sense of entitlement. For many New Millennials who have been told growing up how clever they are, what is there to achieve? Recruiters need to keep this in mind when working with these types of candidates and offer praise for the right things at the right times. Hearing positive feedback from a first interview needs to be fed back to a confident Millennial in a way that doesn’t come across too positive. According to a recent survey the top two candidate interview mistakes are; failing to do research and showing off – both of which could come from an overconfident Millennial.
This generation has had everything at the click of a button. Growing up with the internet, New Millennials have been conditioned to get what they want, when they want. Consumerism, in general, has meant that even if they can’t afford things, it is normal to get it on credit. They want it now and can pay for it later.
Eager Millennials might be more impatient for a promotion or career progression than other generations. Recruiters need to be prepared to explain early on in the process how they see the role evolving and what future opportunities there will be. A role without progression may not be as appealing to an Eager New Millennial as roles that offer training programmes and have a strong focus on development. For recruiters, finding out early on how the candidate sees the role growing over the first 12 months should give a good idea.
New Millennials have grown up overloaded with the choice. Look at dating for example. In older times, people would have been most likely to go out with someone from their hometown or school, a friend of a friend or someone that knew their family. Now with mobile apps, they can swipe their way through thousands of singles in their area – all in just one day.
This also applies to the recruitment industry. Whereas in days gone by employers were local, now young people are more likely to travel and more likely to change jobs.
Tying in with the earlier point about Millennials wanting everything now, recruiters must understand that these candidates may look elsewhere to accelerate their career, so be aware and prepare for this by keeping in contact with your candidates, even after they’ve been offered a job.
Young people have grown up in a world where global warming has always been an issue and equality and human rights have continued to progress at a rapid pace. There is recognition among Millennials that businesses have a social responsibility towards their employees, clients and/or customers.
Millennials want to work for a business that recognises this and is socially and environmentally aware. Job descriptions that show volunteer days, charity partnerships and recycling programmes are all visible ways to show this. As a recruiter working with a large number of Millennials it might be worth discussing the above incentives with your clients to see if it’s something they offer?
Capitalism and the pursuit of profit is not the only purpose anymore for this generation. This makes it harder to recruit and retain Millennials; because they can no longer just be bought or hooked in with a high salary or financial offering.
Because New Millennials are more aware of these other social and environmental issues, money as an incentive alone may not be enough. When recruiting let Millennials know early on of any perks where appropriate or benefit schemes on offer that may help add value.
For many Millennials a new job isn’t just about salary so make sure you discuss things like the culture of work with your client, so you can answer any questions your Millennial candidate may have about the role that isn’t in the job description.
This generation grew up online. Emails are old technology, but direct messaging and emojis are the norm and used daily in conversation. According to research, the general population checks their mobile phone 85 times per day – so the younger generation is probably lifting that figure up. Fear Of Missing Out (FOMO) dictates a high consumption of social media, so this is now where young people spend a lot of their time.
A social media presence is crucial and may be the first way they interact or research a business/potential employer. The social side of mutual friends liking and interacting is very important to New Millennials too. This generation is hooked on push notifications through apps like Facebook, LinkedIn, and Snapchat.
Recruiters can now reach the New Millennial job seeker through the Zoek app which notifies job seekers with alerts when a job match, based on their preference, is listed.
Zoek connects you to active job seekers on their mobiles. Don’t get the FOMO on the best young candidates – get using Zoek.
To find your target audience you need to be where they are. Although New Millennials move around a lot, they are often in the same place – on their mobile. Sign up to Zoek today to find the best up and coming talent.
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