Millennials, born between 1981 and 1996, have grown up in a world that has rapidly changed. They are ambitious, quick learners, and resilient team players. Millennials want to feel valued and are determined to make an impact in the business world. According to a recent Gallup report titled “What Millennials Want Is Good for Your Business,” this generation doesn’t just work for a paycheck – they seek purpose.

We might assume that most Millennials are clear about what they want to achieve and are willing to work hard to reach their goals. The youth of today are the future leaders of tomorrow, so it makes sense for companies to invest in developing their talents. But why is there a negative perception surrounding Millennials that prevents some companies from engaging with them? Millennials bring four key strengths to the workplace: innovation and technological know-how, resourcefulness, social media awareness, and social and environmental consciousness.

Innovation and Technological Know-How: Millennials are essential for bringing new technologies and ideas into a company to ensure its relevance. Growing up surrounded by technology, they have a level of mastery in this area that far surpasses previous generations. Millennials can quickly learn and adapt to technological changes, which is crucial for keeping companies competitive in the future.

Resourcefulness: Millennials are quick learners and active problem-solvers. If they don’t know the solution to a problem, they are skilled at quickly finding answers on their own by using their existing networks. Their technological know-how also helps them come up with new and unique solutions. However, keeping them consistently engaged can be challenging.

Social Media Awareness: Millennials are highly engaged with the world around them. They know how to use social media to connect with customers and drive public relations in ways other generations do not. These skills can help companies stay relevant in the marketplace.

Social and Environmental Consciousness: Millennials are drawn to work environments that can make meaningful social or environmental changes. Their attitudes help create a positive culture and branding for companies. Businesses with strong social branding and healthy workplace practices are more attractive to Millennials. A 2017 Deloitte Millennial Survey shows that Millennials view business involvement in social issues as empowering.

While Millennials have the potential to add significant value to companies, it’s important to guide and train them in traditional problem-solving techniques and company values. Millennials may sometimes rely too much on technology, so emphasizing structured processes can also help solve issues. Companies should foster a culture that highlights the importance of face-to-face meetings and building personal relationships, which can be at risk if Millennials are too focused on their technology. True value will be unlocked when companies maintain a balance between leveraging Millennials’ strengths and upholding core company values.

How Can Companies Recruit Millennial Talent?

Millennials are looking for active training and rapid growth in their areas of interest. It is crucial for companies to engage with them in colleges and universities before they enter the workforce. Recruiting Millennials straight out of college has its advantages, as they can be trained and molded to fit company culture and expectations. Millennials seek a workplace culture that is collaborative, engaging, and not overly hierarchical.

Information Sessions Create Awareness and Branding: For small companies, information sessions are very effective in introducing Millennials to organizations they may not have known about. College career services often partner with employers to arrange these sessions, inviting specific groups of students. Informal sessions also allow recruiters to assess talent and engage one-on-one with interested students, sharing details about company culture and resources. These sessions are low-cost and simple to organize, giving companies a chance to showcase a typical workday to students, which helps them make informed decisions.

Student Organizations Can Recruit Targeted Majors: All colleges have student organizations based on activities and interests. For example, engineering students might join groups like the American Society of Civil Engineers or automotive clubs. As part of a career and branding campaign, companies can send guest speakers to network with students in these organizations.

Career Fairs: For larger companies with established branding, career fairs add value. Recruiters can meet students from various majors at these events. Leveraging alumni to engage with new recruits at these fairs is also important.

Updated Social Media: Regardless of a company’s size, it’s essential to use social media platforms like LinkedIn to stay relevant. Company pages should be regularly updated with informative content. Many companies also use Twitter and Instagram to highlight their culture and achievements. Millennials use social networks to evaluate the positive and negative aspects of a company, looking for growth prospects, alumni connections, and more.

What Can Companies Do to Retain Millennials?

Millennials tend to change jobs frequently. While hiring Millennials is important, it’s equally crucial to engage them to prevent turnover. According to the Gallup report “How Millennials Want to Work and Live,” only 29 percent of Millennials are engaged at work. This generation seeks empowerment and ownership. By empowering them, creating clear career paths, allowing them to take ownership of their performance, and providing tools for growth like e-learning platforms, companies can keep Millennials engaged and satisfied. It’s essential to offer opportunities for growth and development. Michele Brown, president of IntuAction Coaching and an industry expert, has conducted extensive research on managing and motivating Millennials. Her research shows that Millennials’ workplace expectations focus on:

– Mentorship, coaching, and acknowledgment from their managers

– A collaborative, flexible, open, and value-driven work environment

– Opportunities to learn, apply their knowledge, innovate, and grow

Here are some specific steps companies can take to better retain Millennials:

Mentor Programs: Establish mentor programs to help Millennials advance. As they learn from their mentors, offer training opportunities to apply their knowledge. These programs also help new graduates transition into active contributors to a positive company culture. Additionally, mentor programs can make minorities and underrepresented groups feel more comfortable in the company.

Provide Recognition: Millennials want to feel recognized and appreciated for their efforts beyond regular duties. Acknowledging their contributions keeps them engaged and fosters a positive work environment. Verbal recognition of instances where they have shortened timelines or creatively solved problems is essential. Offering clear paths for advancement, such as fast-track growth programs, and providing opportunities for direct interactions with senior leadership and mentoring are also key to retaining this generation.

Offer Flexibility with Respect to Travel and Relocation: Growing up in a world without geographic boundaries, Millennials are open to relocating both nationally and internationally. They are drawn to the challenges of settling in new places and adapting to different cultures. Millennials are increasingly adaptable to new environments and challenges.

Highlight Corporate Social Responsibility: Companies with strong social branding and healthy workplace activities are more attractive to Millennials. Environmentally friendly programs like recycling or rideshare initiatives also appeal to this generation. Wellness programs and company events that engage with the community are additional ways to keep Millennials engaged.

Graduate Training Programs: A graduate training program is a powerful tool for retention. These programs provide exposure and training on various services, topics, and knowledge areas, benefiting both the employee and the company. A rotational program lasting 18 months to two years can lead to fast growth for the graduate, who gains a mix of technical, business, and soft skills. Additionally, such programs offer a clear progression path and demonstrate the company’s ongoing commitment. It’s important to provide growth opportunities after the program and seek input on the graduate’s preferences and strengths when transitioning them out of the program.

Functional Breadth and Movement: Providing the right training is not enough. It’s crucial to allow Millennials to apply their knowledge and move around different functions within the business. This keeps them engaged and leads to growth and advancement through a continuous infusion of knowledge. Studies show that the opportunity to learn and grow is more important to Millennials than it was for previous generations. Since Millennials are interested in opportunities outside their regular work sphere, offering them roles where their strengths can benefit the company is essential.

Millennials have grown up in a highly technological era, developing skills and resourcefulness that make them invaluable to today’s fast-evolving business world. They seek to engage with their interests and impact the social and environmental aspects of their communities. Although companies have sometimes failed to respond to Millennials’ ambition and enthusiasm, they possess valuable skills that can benefit industries. We should encourage the recruitment, training, and retention of these individuals.