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How to Attract Millennials to Your Business

From the looks of it, there’s a major power shift going on around the world. You may not have noticed them but millennials are taking center stage whether you like it or not. Indeed, they’re the new force to contend with. Born between the years 1981 and 1996, they’re America’s single largest living generation, outnumbering the aging baby boomers (those born 1946 – 1964) and Gen X generation (born 1965 – 1980). Imagine what will happen to your company if you get your hands on such promise of raw power — if only you can get a scoop.

However you look at it, millennials are a great boost to one’s organization. It’s a little fishy though. This is not your run-of-the-mill workers who’d settle for a nice paycheck and won’t mind anything else. This generation is the embodiment of information overload. Yup, you got that right. Dubbed the digital natives, millennials and the internet are uniquely connected by an invisible umbilical cord since birth. That means before they’ve agreed to an interview, they may have seen your company office and reviews online.

Luckily, following some time-tested tips should bid you well in your quest to zero in on millennials. Here’s some and best of all, there’s Branson.

Up Your Recruiting Style

Welcome to the 21st century. With smartphones a commodity and IoT (internet of things) fast becoming a reality for everyone, you should consider giving your recruitment style a timely makeover. Whether you believe in it or not, the internet can be your great ally in zeroing in on the best and the brightest of these millennials.

Think about it. Millennials are digital natives. Thus, before they even talk to your recruitment team, it’s highly likely they have an idea of who you are online. In short, they’ve Googled you.

It’s but right, therefore, that you get your online presence a facelift. Make sure that your brand is well represented on social media platforms. If you don’t know have an idea how your brand looks online, look it up. A Google search is not only timely, but it’s also a must.

Make sure your brand communicates well with millennials, so they’d give you a thought right from the get-go. For one, let them know their voice matters when they join, short of saying they’re not just your employees but your partners.

A classic example of how the internet has helped recruit young talent is today’s performing arts center. Wanting to attract eager millennials who can make an audience drop their jaws in delight, many of these schools feature online auditions. By doing so, they allow talent from all over to get noticed without having to cross the seven seas and climb the highest mountain to get seen. It’s a win-win scenario for everyone.

Create a Career Path

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A job and a career are two different things. The former is time-bound the latter could run a lifetime. And millennials don’t just want a job. Rather, they want a career. Giving them that can go a long way to attracting not just an employee to help boost your company coffers for some time, but a career professional who will grow with you through thick and thin.

And you be careful. If you don’t give career growth a serious thought, you could be planting the seeds of restlessness that will make these digital natives bolt in due time.

A Gallup study shows that 93% of millennials left their companies the moment they’re to change roles in that organization. While that may ring some alarm bells for you, hold your horses. That same Gallup study found out these young ones prefer a career path where they can learn and grow. That means it should offer them better opportunities for advancement.

By the same token, you should ensure that you have growth opportunities factored in. We’re talking about mentorship programs and leadership training programs that can will help develop them. And poise them for greater growth.

Prioritize Work-Life Balance

This young generation knows what they want in life. As they are facing major changes in their lives ( raising a child, moving to a new home, getting married), millennials are bound to consider work that gives them better flexibility. For you, this should boil to factoring in flexible work hours and/or the ability to WFH or work from home. That can certainly be a great start.

Indeed, telecommuting can be spot on. It can be the magnet that will attract these digital natives to your workplace. But don’t just stop there. Put in the meat with the sizzle. We’re talking about a retirement plan, health insurance, and vacation time, something everyone from all generations would agree to.

For lack of a better model, we give credit to the British Billionaire, CEO extraordinaire, Sir Richard Branson. That he’s giving unlimited vacation to his employees should give you an idea of who these employees are.

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