Attracting and Retaining Millennials

Spotlight on Millennials!

This generation, born between 1980 and 2000, is gradually taking control of the job market, replacing retiring baby boomers. Did you know that by 2026, no fewer than 1.4 million jobs will have to be filled in Quebec for this reason? An unprecedented wave of jobs on the job market!

Millennials are profoundly shaking up traditional recruitment codes. Just like Generation Z, they are “digital natives”, thanks to their mastery of technology and social networks.

Companies are well aware that they need to rely on this generation of candidates, with their perfect command of skills that have become indispensable.

However, Millennials are not recruited or retained in the same way as older profiles. More mobile than their elders, less fearful of change, these candidates tend to prefer a position that will enable them to achieve their full potential.

So, as an employer, what strategic measures can you put in place to attract and retain this talent?

Forget Meaningless Jobs

Millennials want authentic, enriching experiences, both professionally and personally. They tend to resign easily if the company doesn't match their values or offer them stimulating challenges.

Your number 1 priority: take care of your employer brand, right from the moment you write your job advertisement.

In addition to describing the job duties, you should also describe how your organization works, in all transparency. Bear in mind that everything can easily be verified on the Internet...

Focus on your company's philosophy, values, needs, benefits (flexible working hours, telecommuting, insurance, streamlined hierarchy, technology, etc.) and career prospects - in short, everything that sets you apart from the competition and makes you a unique Employer.

Finally, don't hesitate to mention your community involvement or charitable work.

Accelerate

In the hyper-connected world of Millennials, everything moves fast. A recruitment process lasting 3 months or more, with a large number of interviews, will be prohibitive for many candidates of this generation. So adapt your process by shortening it.

And don't forget to review your means of communication. Speed things up by taking advantage of social networks, instant messaging tools, text messaging... Interviews can now easily be conducted by video.

Be Human

To make the interview less formal and more human, you can invite your candidate to visit your offices, or to meet your future direct collaborators and colleagues. The meeting can even take place over lunch or as part of a 5@7.

In this way, your candidate will be able to project himself more easily into his future role and into the company. What's more, you'll be projecting the image of a modern, caring company!

Set up Partnerships with Schools and Universities

Finally, to attract Millennials, focus on establishing solid partnerships with universities, schools or student clubs in your sector of activity. Share job or internship offers, participate in open days or job fairs. It's an easy way to build trusting relationships with your future talent!

You can also share testimonials from former interns who have gone on to become full-time employees. Highlighting their successes will undoubtedly convince other good candidates to join the ranks of your organization.