They are adaptive, tech-savvy and their generation makes up the largest share of the American workforce. It’s no wonder that the business world is obsessed with hiring Millennials. But traditional recruiting methods are unlikely to work with this skeptical generation. They know their skills are in high demand, and they are adept at connecting with people in ways beyond phone and email.
So what is the best way to work with Millennial candidates? Last year, KPMG UK conducted a survey of 400 new graduates and asked them about their experience applying for a graduate job. The study revealed several secrets you can use to hire Millennial employees.
Twenty-eight percent of Millennial candidates in the survey were frustrated by the number of stages in the interview process. Screening interviews, phone interviews, first, second and third interviews and final interviews. If it takes that long to decide whether a candidate is a fit for your organization, there might be something wrong with your hiring process.
Decision-making marathons are frustrating and demoralizing for job candidates. Millennials are unlikely to hang on through weeks of interviews and indecision when they may be fielding offers from several employers.
That’s not to say you shouldn’t carefully evaluate candidates before making a decision, but it does mean you should consider doing what KPMG did and consolidate three separate interviews into one day of panel interviews. This speeds up the process significantly and saves time for both interviewers and candidates.
Forty-three percent of candidates in the KPMG survey cited poor communication from the potential employer as a top frustration with the interview process.
Make sure your candidates know the steps in your hiring process and the anticipated timeline. The best and most sought-after candidates are likely in contact with at least half a dozen other companies during their job search. If they haven’t heard from you in a couple of days, they may think you are not interested and accept a competitor’s offer.
Never end a conversation with a candidate without letting them know when they can expect to hear from you next. Then, make it a point to be true to your word.
More than half of the Millennial candidates in the survey named lack of feedback as their number one irritation during recruitment. Everyone has experienced this frustration at one point or another in their career. You get through several rounds of interviews, only to hear . . . crickets. Not even a call to let you know you weren’t the chosen one.
Being the bearer of bad news is never pleasant, but failing to provide feedback to job candidates demonstrates a lack of professional courtesy, especially if the candidate made it to the latter stages of the interview process.
Did they not get the job offer because of a lack of experience? Did they seem unenthusiastic or unprepared for the interview? If a skills test was part of the recruitment process, were they weak in an important area? Give specific, fact-based feedback that can help the candidate understand how they can improve. Then encourage them to apply for other openings in the future.
Taking the time to give feedback is an excellent PR opportunity that can have a beneficial effect on your company’s reputation as an employer.
Revamping your recruitment process to cater to hiring Millennials is not an easy undertaking. But if you want to compete for the best talent in a competitive landscape, reaching this generation is crucial. Respect their time and have honest, frequent communications. Do it well, and you could wind up with a loyal brand ambassador, if not a future employee.
For more tips on how to improve your workforce, check out accountingprincipals.com.