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What Employers Must Know When Drug Screening Applicants

What Employers Must Know When Drug Screening Applicants

Did you know that the percentage of US employees testing positive for drugs has increased over the past 2 years? This includes an increase in usage across nearly all workforce categories and drug test specimen types, according to Quest Diagnostics. Drug screening is...

Recruiting Millennials: What the New Largest Cohort Wants in a Workplace

by | Aug 15, 2019 | Recruiting Process

Recruiting Millennials

Today, just about everyone is interested in how to recruit and retain millennials, i.e., the population born between 1981 and 1996. This year, millennials surpassed Baby Boomers as the largest living population cohort, with more than 73 million of them in the marketplace. With the unemployment rate at its lowest rate since 1969, recruiting millennials should be an important part of any company’s hiring strategy.

Now that millennials are the largest demographic bloc in a work environment and are grown professionals, how should recruiters try to make their companies appealing to attract this talent?

Improve Recruiting with a Millennial-Friendly Hiring Process

While it might not always be wise to generalize an entire population cohort, millennials do have one unique characteristic that sets them apart from every other generation: They are the first generation in history to grow up as information technology natives. This, coupled with their sheer numbers, shifts the work world in some surprising ways.

The new cadre of workers is used to being digitally connected around the clock and has never known a time without the Internet. They communicate with family and friends via Twitter, Instagram, and Facebook, and are accustomed to the immediate gratification that comes from the digital era. They are impatient with legacy technology platforms and readily embrace working from anywhere at any time.

PwC conducted a global survey to determine the best strategies for how to recruit and retain millennials. They found that this population:

  • Remains unconvinced that sacrificing work-life balance for long hours on the job is worth it;
  • Like all other population cohorts, millennials want greater flexibility in their work schedules;
  • Wants a strong, cohesive team at work, with the opportunity for advancement;
  • Does not expect job security from their company, and does not anticipate working at the same job for their entire careers.

While attracting millennials is the new business imperative, it’s still important to create a culture where you retain the best of each generation. Certainly, there are generational differences between millennials and non-millennials. PwC says millennials will leave a company if their needs for flexibility and career growth are not met, whereas non-millennials are more likely to leave if they perceive their pay isn’t competitive. However, all generations are negatively affected and will leave if their bosses are ineffective.

How to Recruit Millennials

Understanding how to recruit millennials will likely require a few shifts in your processes to reach this audience. Here are some ways to improve your candidate recruiting process to make it more millennial-friendly:

  • Go mobile-first is the number one thing you can do to reach this population. Most millennials browse job boards on their phones now, so if it’s a pain to apply through a mobile device, many won’t bother. Check to be sure your website is responsive enough to scale the careers page to the small screen. Make sure you’re posting jobs in a mobile-friendly way.
  • Improve your online job application systems so that it’s simpler and more intuitive to apply. If your online portal requires manual reformatting of data, has bugs, or fails to facilitate communication between your company and the job seeker, you’ll be more likely to lose your millennial audience.
  • Get good reviews on crowd-sourced review sites. Millennials trust these sites, so make it a best practice to solicit good reviews from customers and current and former employees. HR, marketing, and recruiting teams should monitor these sites regularly.
  • Have an active social presence th