What do you think of when I say, “millennials in the workplace?” Are you reminded of a hardworking child or grandchild, or do you think about entitlement and avocado toast?
Although their age range varies depending on who you ask, generally the consensus is that they’re the people who were born between 1981 and 1996. Gallup estimates that there are approximately 73 million millennials in America.
They’re already the largest segment in the workplace, and according to the U.S. Bureau of Labor Statistics, they will account for 75 percent of the workforce by 2030.
While they can bring a lot to the workplace, hiring millennials can be challenging.
They change jobs more often than other generations: approximately 21 percent report switching jobs within the last year, and 60 percent are open to a different opportunity. Traditional “wins” such as a corner office or the means to afford a fancy suit aren’t as important to them.
No matter how much you try and allow for flexibility and different learning styles in the workplace, this sector is more likely to move on, so you need to be prepared. That’s why creating the right job descriptions and desk procedures are critical when it comes to hiring millennials.
Ensure you’re using detailed desk procedures.
Every business, regardless of size, needs to have processes and procedures in place so that employees know how to get things done just the way you want them.
The purpose of a desk procedure manual is to serve as training material for each person who will be expected to perform that special job. If an employee leaves or is terminated, desk procedures ensure consistency in the job duties and output—regardless of who is performing the job. Passing on “tribal knowledge” to the next employee is critical to success.
In the process of preparing desktop procedures, redundancies will be identified, and you can then improve the efficiency of the job. The desktop procedure manual should have step-by-step instructions along with screenshots of what to do, when to do it and how to do it perfectly.
This will save you time and drastically reduce the issues that result from poor understanding or lack of proper training when a new person comes on board.
Creating job descriptions will save the day.
You need to develop clear job descriptions for each position, so that every task belongs to someone on your team with enough detail to provide them with direction.
It also helps train new hires how to do the job and holds them accountable, while leaving you free to update them when your organization’s needs change.
Job descriptions need to include these categories; essential duties, education and experience, skills & abilities, physical demands and working conditions.
This generation of tech-savvy and educated people are used to being connected, no matter where they are. Use the information from the job description to post your open positions or advertise online as much as possible, from job platforms to social media.
Many of the millennial generation live and breathe social media, so having a prominent social media presence (accounts on Facebook, Instagram, Twitter and LinkedIn) that shows how your company is a rewarding, fun place to work at can capture their attention.
Let potential applicants know what opportunities for growth the company offers, including travel to other cities or countries for conferences, fun events and other experiences. Make them feel like they will continue growing, experience life to the fullest and make a difference.
According to the Deloitte Millennial Survey 2016, if someone is choosing between organizations that offer similar financial gains, the person will base their decision on other factors, such as a good work/life balance, company culture or charitable activities.
Talk about what your company does to give back, or why you have the values you do.
Note: terms like “Rockstar” and “ninja” are overdone, and younger hires see right through these buzzwords.
Effectively tapping into the millennial talent pool can give your organization a competitive advantage. You’ll also benefit from a generation who asks “why?” more often, bringing a fresh perspective and creativity to your company.
Because sometimes when you find yourself saying “That’s just the way we’ve always done it” you should just stop and allow that new person to share other ideas that might be much more effective.
Rather than fear or misunderstand the millennial, be prepared and proactive with the right job descriptions and desk procedures. Be open, adaptive and mentor them, and you will be amazed at what your younger employees can help you achieve!
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