Have you ever wondered what the 20 somethings of the world have done for society? They’ve changed the culture of work! Millennials have ushered in a transformational approach to how hiring managers look for and hire new recruits, and consequently how applicants approach the job hunting process.The traditional approach to job interviews, where the interviewer is the supplicant and the hiring manager has all of the power, is a thing of the past.
“Gone are the days where the interview process is a one-way street with the interviewee sitting under the Sword of Damocles awaiting the thumbs up or down. It’s as much a sales process for the employer as it is for the applicant,” says Sally Chandler, Director of Operations at FMOutsource, a UK-based provider of bespoke outsourcing solutions. The recruiting process is no longer a one-sided meeting, and the results are better retention and loyalty.
Asking “what’s in it for me” used to be forbidden during an interview, but now it’s an expected and reasonable question.
Hiring managers must pay attention to what the Millennial generation wants if they are to bring in the best of the best. “Millennials want progression, recognition, flexibility and a clear demonstration of investment in employee well-being, all of which come at a cost to the business but at an even greater cost if they’re overlooked,” said Chandler.
The two-way nature of the new interview means applicants are interviewing companies as much as the companies are interviewing them.
Chandler notes that a typical Millennial will consider the company as a whole when making an employment decision. “The values of the company and its reputation as an employer were never more important than they are now so it is incumbent on the business to ensure that, not only the people working for them but their families too, are both invested in and connected to the business,” he claims.
Anastasia Button, author of #NewJobNewLife and a Millennial herself, says creativity is one of the most important factors in creating job descriptions to attract talented Millennials.“They have grown up in a plethora of information through the Internet, and this has given them room to explore, create, shoot out ideas, and have brainstorming sessions. If creativity is allowed to flow, then sit back and watch the magic happen.”
First impressions also matter
Walking a candidate through an office full of cubicles may not be the way to go anymore. Button says “The majority of Millennials love to work with friends and be part of the group. If your company works in cubicles, then Millennials will be less likely to work with you. Community work, projects and culture are vital. Millennials want a reason to go to work other than money. Giving them more reasons to stay at work, even after hours, will enhance teamwork and you will see your projects get done faster.”
A company’s reputation is important not only to customers, but to prospective employees, as well.
According to JeevTrika, CEO and Founder of CrowdReviews.com, “The Millennial generation is more likely than any other demographic to use online resources before taking action. Whether that means making a purchase, hiring a contractor, or even going to work for a new company. Hiring managers are coming to realize that the younger applicant is coming to the interview armed with information, and it’s not just information from your website prepared by your corporate PR department. They have read reviews, social media chatter, and everything else they can get their hands on. Managing your company’s reputation has become an essential part of bringing on the best new hires.”
Millennials are also more likely to question process.
They only go “by the book” if they see the reason behind it. Managers can no longer expect new team members to follow along an outdated processes without question. This, without a doubt, has had a positive impact on productivity and innovation. Camille Preston, CEO and founder of AIM Leadership, says, “Being ‘in the flow’ is important to Millennials, and it can be an inspiring and highly productive experience. Millennials come into a new company with a different mindset, and employers who create a ‘flow hacking’ environment are able to create better processes and achieve greater productivity, while promoting clarity, focus, presence, impact, engagement, and ultimately, happiness.”
Millennials are demanding a new approach to work and to the hiring process, and it’s not just because they feel “entitled.”
Their fresh approach to work has proven time and again to lead to greater productivity and engagement, and employers benefit by encouraging greater loyalty. For hiring managers it’s time to step up and learn what this younger generation wants, and provide it. For Millennial applicants, it’s time to forget the old model of one-way interviews, and come to the table prepared for a two-way discussion.