It’s been frequently said that Baby Boomers are the defining generation but when it comes to reshaping the U.S. work environment, the prize for disruption surely goes to the Millennial generation. Through sheer numbers and determination, the Millennial generation is changing the structure of the work environment making flexible work schedules, decreasing job longevity and greater emphasis on workplace transparency and service the norm rather than the exception.
Breaking Down Stereotypes
While the Millennial group certainly continues to make its mark on employment and hiring, these changes fuel a number of stereotypes about the generation, stereotypes that may or may not describe the candidate sitting directly in front of you. This could be anything from the very positive energy and purpose Millennials bring to the workplace to the perceptions that its members are lazy and entitled.
For many workplaces, navigating these candidate evolutions hasn’t been easy, particularly with the day-to-day pressures of technology and competition breathing down the necks of many businesspeople. In response, the Millennial conversation has devolved into a non-productive he-said/she-said type of exchange that does little to enlighten hiring managers and recruiters about the best ways to recruit and hire from this generation.
Case in Point
A recent Huff Post article highlighted how recruiters applying “typical” Millennial job recruitment practices highlighting freedom and the ability to make a difference in the workplace are not hitting the mark with candidates from the Class of 2016. So, what is this younger group looking for? Money. As with any well-laid game plan, this new standard found many recruiters wondering how best to serve this seemingly elusive audience.
Perhaps the updated desires for a good salary aren’t so foreign with the reality of the real world of rent and school loans coming due. Maybe the real issue is that in our attempt to reshape workplaces and hiring in the quickest and least painful way we’ve learned to rely on assumptions and stereotypes rather than asking candidates straight out what’s most important to them? If this is accurate, let’s make it the new standard to ask a candidate to rank what’s they want most in a job and what’s important an employer.
Building Critical Skills
By taking the time to genuinely discover what makes a candidate tick, recruiters have an invaluable insight into the person sitting in front of them or on the phone. Isn’t it worth the time in the short- and long-run to start a discussion designed to highlight the things candidates want most?
This article is brought to you by Staffing Kansas City, a full-service Kansas City employment agency that provides contract-to-hire, direct hire and temporary employment placement services.