5 ways to attract and retain Millennials

It is no longer news that Millennials have taken over the workforce, now representing over 35% of the world’s working population. This generation has had a lot of bad press, yet its idealism and drive are pushing organizations to evolve towards healthier company cultures, offering better work environments and focusing more on work-life balance. And this is great news for companies because wellness programs and great candidate and employee experiences benefit every generation.

Are you up to date on those topics? How to make sure you are not lagging behind?

Here are 5 things that Millennials to implement to attract this talented and energetic generation. Remember, the engagement effort starts as soon as a candidate arrives on your career site.

And get ready, because Gen Z is coming.

#1 Put people first

Millennials want their accomplishments to be recognized. Positive reinforcement and encouragement are effective ways managers can respond to this need, as well as investing in employee well-being. Not only will you improve productivity, reduce direct healthcare costs, build and sustain high employee morale, you will drive effective recruitment and retention.

Tools such as officevibe or hyphen are easy ways to take the “happiness pulse” of your company and measure evolutions as you implement solutions.

Regarding the recruitment process, putting people first means transparency. Anticipate candidates’ questions and unroll the main steps of the process so applicants know what to expect: will there be a video interview? An assessment test? And if so, what type of test? How long will it last and how can they prepare? You get it. Do not hesitate to go into as much detail as needed.

Your HR teams should also be easily reachable. Make sure your contact details are easy to find, keeping in mind that Millennials often prefer virtual communications to phone calls.

Read more about putting people first in our article on HR marketing.

#2 Focus on technology and innovation

millenials2Companies in search of young talent can no longer afford rigid and inflexible work environments. This means, when the job allows it, offering home office or flexible working hours. Some also choose to give their employees unlimited holidays or sabbaticals.  

Obsolete equipment can also kill your attractiveness. Using new computers, innovative tools and social networks will not only make your daily work life more efficient but also entice candidates.

Similarly, the recruitment experience should be fast, convenient and fitting to talents’ schedules. HR solutions such as a chatbot to engage with talents in the attraction phase, and pre-recorded or live video interviews will considerably improve your candidate experience.

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These solutions also give insights on your employer brand. A recent study by EASYRECRUE found that 86% of candidates have a positive opinion of a company that uses the pre-recorded interview. HR technologies are appreciated by candidates, and 48% even take the interview on their cell phones. Which brings us to our third way to attract and retain Millennials.

#3 Nurture your employer brand

Company reputation and image matter to Millennials. A study by Jobteaser (fr) revealed that 6 out of 10 candidates look up a company’s profile online, and not just their website. Social media pages and collaborative sites such a Glassdoor play an important role in this research. Those platforms allow people to anonymously share their experiences and opinions about an enterprise. A failed candidate experience, a poor working environment or obsolete tools and processes can be fatal.

Everything can be scrutinized, and in a world where candidates and employees are most likely connected and using the internet, it is crucial for organizations to keep control of their online reputations and their employer brand.

Here are 3 tips to get started on how to nurture your employer brand:


- Accept criticism and be open to change. If you want to improve your company culture, as a first step, listen to what the people that make it, aka your employees, have to say. Bottom-up feedback will give you pointers on where to start and what pain points to work on.

- Acknowledge and respond to both positive and negative feedback. Employee comments, perceptions, and sensations are important indicators of your company’s health. Show you care and that you are involved. Be transparent and don’t forget to follow-up.

- Monitor fake comments: if you notice any comments that may not come from former or current employees, be sure to report them. While you should be open to and acknowledge negative feedback, you should not let your company branding be tarnished by fakes.

#4 Get socially engaged

Social engagement can make a true difference for future and current employees. Not only does your company take part in projects that matter, it also shows that leaders and people in the enterprise care about more than just the business and conveys a sense of ethics. There are many ways of highlighting your social commitment.

  • Actively participate in various causes and social projects related to the company's values in which employees can participate in a flexible way.
  • Implement initiatives to promote integration and diversity so that everyone feels involved, thus guaranteeing the success of diversity internally.
  • Go for sustainability, make long-term profitable business decisions rather than seeking short-term profits.

#5 Promote professional and personal development

Professional development is not an exclusive interest of Gen Y. But Millennials do place this factor as a priority when ranking what they look for in a company and what they consider important. Offering a clear learning curve and a training program will make you more popular with future talent and co-workers. According to a Manpower Group survey, 93% of Millennials consider skills development as a defining factor for their careers.

Many online options make it easier than ever to find a solution that works for your company. You may explore professional tutorials, punctual online courses or continued education programs. If you’re confused about where to start, assessment tests can help. For example, of you wish to assess the language level of your workforce in order to implement a language learning program to facilitate international mobility, a language test may be what you need.

Professional and personal development are elements we’d recommend you mention on your career site and social media pages. However, this does not prevent you from mentioning it again during the interview with a potential recruit. It is important that every candidate know precisely what benefits you offer in order to project themselves into the position but most importantly, in the long run. 

In a nutshell:

Attracting and retaining young talent is not just about innovating and offering the most advanced technologies. Millennials seek balance between the human factor in a company, values and what they can gain out of the experience. You have the means to convince them now!

Engage with candidates as soon as they land on your career site and offer a smoother recruiting process for applicants and your HR teams. Request your free demo!

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#Employer Branding #Skills Assessment #Digital Recruiting

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