Adventures Of The Millennial Job Searcher

It’s no secret that the Millennial Generation, also known as Generation Y, is quickly taking over as the majority in the workplace. By 2025, they are projected to make up 75 percent of the workplace. As Baby Boomers begin to retire, the need to recruit new talent to replace them is expanding. But how?

Go Digital

Gone are the days of scoping through pages upon pages of Classified ads. This generation scouts the job market in the digital space - mobile, social media, apps, etc. 

Make sure you’ve optimized your site--90% of millennials search for jobs on their phone, but only half of job applications are actually mobile-friendly. As a result, only three out of every 100 people who come across a non-mobile-friendly post will actually apply. That’s a pretty sharp drop in lost potential. 

The Searchers 

There are two facets of hiring when it comes to Millennials - the “searchers” and the “opportunists.” Make sure you know which one you’re targeting, because your approach will be vastly different. 

The searchers are those who are actively looking for a job. These typically consist of employees unsatisfied with their current position or recent college graduates looking to jump into their career. These are Millennials on a mission and searching rapidly. With an average typing speed of 70+ words per minute, you can bet they’re going to be flying from one platform to another, making it difficult to follow their journey. Make sure you’re on the sites they frequent. 

LinkedIn, for example, has a network of 40 million students, and 13% of Millennials in the US use LinkedIn, while 40% of those users visit LinkedIn daily. But they only spend an average of 17 minutes per month on the site - hence, extremely rapid searching. 91% of searches on Indeed, the #1 ranked job site in the US, come organically from potential candidates - many of whom come from social media. Monster, another job posting site, and Glassdoor, a job posting and review site, are other popular options that Millennials research. They typically have a lesser social media influence, but an even higher amount of organic searches--97% to be exact.

The Searcher may not know your company website, but they certainly know about job sites like Indeed, Monster, Glassdoor, ZipRecruiter, and CareerBuilder. The way to get them to know about your company is to make sure you’re actively posting on those platforms and their mobile apps.

When trying to target searching Millennials, you have to be fast and make it easy. The application process should be smooth and simple. Many Millennials will have a preconceived idea of their dream job and a corresponding checklist. They want to make sure yours fits the bill, so be straightforward and provide the information they need. (Location, hours, job expectations, guaranteed earnings, and benefits.)

Once they’ve provided their resume, they want to hear back from you. This generation is always on the move, job searching included. They’ll apply to multiple postings at a time. Don’t let them get away. Even if they aren’t a fit for your company, let them know so they can move on to the next one.

The Opportunists

The second group is the opportunists. These individuals are sometimes a harder sell, but you also have more time with them since they’re at a stage where they can be more thorough with their research. When it comes to obtaining this half of Millennial talent, you might have to be more proactive. 

The majority of Generation Y employees are recruited. Millennials are always open to new opportunities, even if they’re satisfied with their current position. But to get them to make the switch, you need to offer them something better. 72% of recruited candidates say advancement opportunities are the top reason for changing jobs, with better compensation packages (57%) and better company culture (48%) following suit. 

Welcome The Skepticism

Remember, this is a decision-making process. Expect the prospective employee to be skeptical. Welcome it and answer their questions with transparency. They may end up leaving prematurely, or providing a bad review online that could sour your brand. When trying to understand your company, they want the genuine, realistic view from someone who will be on the same levels. Prepare for them to opt for peer approval before accepting a position.. Appeal to them by being personable and communicating clearly. Millennials are a social generation - which means you have to connect with them make them feel like a valued person, so communicate well. 

Show, Don’t Tell

First impressions are important. Your online profile is their version of a “job interview.” Millennials already have a preconceived idea of their job, but they’re more interested in knowing who you are. They may look on Glassdoor for peer-to-peer recommendations, read testimonials, or sort through employee profiles on LinkedIn to get an idea of who they’ll be working with. 

More importantly would be for you to show the appeal, rather than tell them about it. You don’t have to tell a Millennial to check your website. They already have… as well as your social media platforms, Youtube channel, and Instagram account. Make sure the content that you’re posting shows the value you place on company culture and diversity. Build the “hype” about your company by highlighting your community work, giving a virtual tour of your facilities, and include videos so they can see for themselves. 

Your online presence needs to make you more “human” than business. Make sure you’re up on the trends and modern with your tools and approaches to conducting business. Millennials want jobs that provide purpose and lead to quick career development. Promote your self-training programs or your free, on-campus gym. Millennials will thrive in companies that understand their values and offer the flexibility to balance their work and personal lives. 

For more marketing tips, design, strategy discussion, and more, visit andculture.com/blog.

Yeh_J@2x.jpg
Alumni

By Jessica Yeh

Former Digital Marketing Specialist

Published on March 30, 2018