Posted on 

May 30, 2022

How can you appeal to millennials as an employer?

Karl Tippins
Content writer

The days of simply advertising your job opening and people coming running are long gone. As the characteristics, interests, and attitudes of the global talent pool change, it is up to you to keep up if you want to attract the best people to come and work in your business.

At present, most of the global talent pool that is likely to be looking for new jobs – and employers that appeal to them – consists of millennials.

What are millennials?

Pew Research defines millennials as people born between 1981 and 1996. While we are looking at millennials here, everything we will look at equally applies to Generation Z – those born from 1997 to 2012 and increasingly joining the global talent pool themselves.

What are millennials doing to appeal to employers?

It is vital to acknowledge that the global talent pool is not just made up of young people making demands of employers.

Unlike any generation before them, millennials are typically hugely proactive around ensuring they have skill sets that make them more attractive to employers.

For example, even for a job not explicitly related to one of these niches, it is common for millennials to:

  • Have some knowledge of tech and using apps to automate workflows and processes.
  • Learn some basic coding, which might be no more than simple HTML, although some will teach themselves to build a reasonably good webpage!
  • Have an understanding of legal concepts, even if only around data privacy and protection.

As such, millennials looking for specific conditions and benefits from employers might seem demanding, but they are coming to us with more diverse skillsets than ever before.

What do millennials want from work?

We wrote about this last year for Forbes.

In the above article, we cite studies from both Dell and McKinsey, who both highlighted that, among other things, millennials and Gen Z want:

  • To be able to use tech to do their jobs and know there is no value in performing manual tasks that can be automated.
  • They want flexibility and freedom to choose where and how they work.
  • They want their work to have a “higher purpose” beyond just taking home a paycheck.

From a business perspective, none of this is unattainable. In fact, there is an argument that harnessing the three points above are vital components of a productive workplace anyway, irrespective of whether it is the opinion of millennials or any other demographic.

What are you doing to make your business meaningful, fun, and a motivating place for people to want to work?

How can your business appeal to millennial talent?

1.     Use automation to highlight how you will value them

Remember that appealing to talent starts with the recruitment process! If your recruitment does not involve tech and automation, many millennial and Gen Z candidates will decide you are not suitable for them right off the bat.

Whether through your use of engaging recruitment software and hiring platforms, giving candidates the flexibility to choose their slot for a Zoom interview, or ensuring you send them a digital contract after making a job offer, you must show you know your stuff and live by the values you talk about!

The whole point of using automation is to unlock human potential by enabling people to get away from doing mundane tasks. So do not make people do mundane tasks when hiring them!

2.     Harness tech that means your people can work from anywhere

Even before Covid-19, we were undergoing a significant shift in how we view the workplace. The modern workplace is often remotely distributed but digitally connected. Modern apps and their integration options mean your teams can work securely from anywhere in the world.

Not only does this give you more appeal to millennials, but it also allows you to rethink your recruitment. For example, you can take advantage of the gig economy to help you hire specialists for specific projects, and hire someone on the other side of the world if they are the best person for the job.

The message here is that millennials do not mind work being a fully digital experience. In many cases, this is the experience they want! They will want to come and work for you, will enjoy their job, and repay the flexibility and freedom you give them with high performance.

3.     Use tech to create a flat organization structure and encourage suggestions

One of the things we are most proud of here at Contractbook is our flat organizational structure.

Not only does this mean our teams can work when and where they like – including coming into our offices in Copenhagen and New York if they wish – but it also gives our people the opportunity to self-organize they way they go about things. In addition, this enables us to encourage all our colleagues to play a part in our journey. Every team member contributes suggestions and ideas that help make Contractbook great and ensures our clients love us.

All of this is enabled via tech, whether that be a messaging platform like Slack or storing documents for collaboration on our own platform.

Harness tech to create a similar structure for your business! Millennials do not want to come to work in an office where the boss is "on high" and they never get to see them!

Hiring millennial talent for your business

It is fair to say that millennial talent is somewhat demanding around workplace expectations. However, millennials' expectations are nothing unreasonable, and taking your business in this direction is likely to improve productivity, team motivation, growth, and profitability.

Wherever you are looking the next time you search the global talent pool, ensure you are using tech to deliver fun, connected workplace experiences, even if you are in L.A. and your new colleague is in Dubai!

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