Talent attraction is an increasing organisational concern, particularly with respect to young talent. There are a few primary benefits this demographic is looking for in an employer, so implementing a few key strategies can help you attract and retain them.
Employees are leaving traditional employment for more flexible conditions, such as remote work or gig opportunities. However, there is a growing number of high-potential millennials and Gen Z’ers looking to join stable organisations with career growth opportunities.
Stuart Hearn reporting for TLNT states, “We just have to know what they are looking for in a company, in a manager and in a career in order to retain these top players. If we refuse to adapt and provide the younger generations with what they’re looking for, it is altogether too easy for them to jump ship for a competitor that is more willing to move with the times.”
The main benefits millenials are looking for may surprise you.
Meaningful communication
One of the most prevalent findings is their need for authentic, meaningful communication. Young employees want engagement through regular, meaningful feedback from leaders. Consider having an open-door policy and conducting monthly, instead of annual, check-ins.
This is where trust also comes into play. Trust is invaluable in building strong teams and effective communication. It starts with leadership. Foster a supportive, inclusive environment to attract and retain this demographic.
Good leadership
Millennials are looking for guidance instead of micromanagement.
“The days of the tyrannical leader are now over. Young employees are repelled by such managers and are now seeking authority figures who fulfil more of a coaching role.
“One survey of over 500 respondents between the ages of 21 and 34 found that, more than anything, these young employees wanted a mentor… a Deloitte study has shown that millennials who have a mentoring relationship with their managers report high satisfaction rates with regards to motivation, which in turn affects employee retention.”
Be forward-thinking, supportive and helpful. Adopting this approach to leadership is the best way to help millennials grow and improve.
Flexibility and mobility
Flexibility is another key factor for organisations with traditional employment models.
“Flexible working makes a lot of practical business sense… this ultimately results in an employee who is happier and more productive, not to mention far more appreciative and loyal.”
Steven Barnett reporting for Dealer Marketing suggests making your workplace mobile, as it fulfills their desire for flexibility and convenience. This can also lead to a better customer experience, in that employees aren’t tied to a desk and can spend more time being customer-facing.
Making a meaningful contribution
Most importantly, millenials want to make a meaningful contribution.
“Millennials aren’t extrinsically motivated by money or other financial perks. Rather, they are incentivised to work due to a sense of purpose and meaning. They want to know they are making a difference to their company and in order for this to happen, their role needs to be given context.”
According to a recent article by Indeed, it is important to millennials that business leaders be proactive about making a positive impact on society.
Provide this group with and understanding of how their contributions matter to your organisation’s work and overall goals.
Empowering people to make a meaningful contribution, and offering good communication, supportive leadership, and flexible and mobile working arrangements will enable you to effectively attract and retain this demographic.
What are your strategies for attracting young talent? Let us know in the comments.
Source
Here’s what you need to attract and keep young talent
Stuart Hearn
TLNT
The Secret to Recruiting Superior Millennial Employees
Steven Barnett
Dealership Marketing
Top-rated workplaces by millenials
Indeed