So many traits possessed by today’s largest workforce demographic mesh perfectly with the needs of staffing agencies, yet attracting this sometimes misunderstood generation can be tricky. As Baby Boomers leave the labor force in masses, snagging both new graduates and those on the elder end of the millennial spectrum is crucial.
These 4 strategies will put your agency on the road to adding quality Mills/Gen Yers to your roster.
1.Go mobile:
A whopping 47% of Millennials report using mobile devices to search for jobs—some exclusively so—with projected increases of 4% per year in the future. So keeping up with the latest trends in mobile and online recruiting—emphasis on the latest—is not simply recommended, not merely advantageous, it’s downright critical.
Become familiar with the many social platforms to discover the ones that will best showcase your brand and promote your company culture as it’s common knowledge that mills place a high priority on a good “culture match.” Post team accomplishment pics on Instagram, video the latest off-site company outing and share it on your Facebook page, tweet industry-specific trends via Twitter. If you utilize social media to show millennials that your company is an amazing place to work, millennials will be eager to fill your open positions.
2.Think Work-Life Balance:
Rigid schedules and across-the-board mandates involving the when and where of getting work done are deal breakers for this generation. Mills crave a position that allows for “hands on” involvement with their family and other pursuits whether hobby or volunteer related. Flexibility concerning location and working hours rank high as many Gen Yers find themselves at the important life milestones of getting married and starting families. Are they ready, willing and able to dive into work? You bet, but they don’t want to do so entirely at the expense of their personal lives. Be ready with realistic approaches to their quest for a job that allows for a life as well.
3.Advertise your philanthropic side:
Gen Yers long to meld their impact-the-world passions with a company who is serious about a commitment to something bigger than themselves. Company-wide efforts toward a cause the candidate holds near and dear ranks close to the top for Millennials considering job offers.
According to Emily Yu, the Case Foundation’s vice president of partnerships, “It’s interesting how cause-related work has morphed from a little side thing, regarding a company’s thinking, into something that could–and hopefully will–become one of the strongest in the arsenal for recruiting.”
4.Widen the recruitment circle:
Offer prospective candidates a challenge involving real-life business world problems and leverage the fact that Gen Yers are often chompin’ at the bit to prove themselves. It’s likely this method will round up promising candidates that a “routine” sweep of resumes may miss. When qualifications criteria is too narrow or restrictive, it’s easy to bypass candidates who appear a bit less qualified but may prove to be “diamonds in the rough” when given an opportunity to demonstrate critical thinking and problem-solving skills.
Allow ASJ Partners’ to position your staffing agency for success in recruiting the best and brightest from among the many promising twenty and thirty-somethings seeking employment. We are the experts at accelerating revenues for Staffing and Recruiting Firms through unique, customized, and highly targeted marketing programs. Contact us today.
