According to a slideshow study from DeVry University, millennial characteristics in the workplace include: confident, collaborative, entrepreneurial and socially tolerant. It seems to me that these characteristics could be used effectively to break the generational divide in the workforce around technology and social media. What’s more, according to wowzers.com, a survey suggests that 80% of Millennials want regular feedback, and 75% yearn for mentors. Here are a couple tips for hiring managers from a Millennials perspective to help bridge the gap between current employees and new hires:
- Try reverse mentoring. This means your new technical savant can teach your team about social media, texting, cool apps that help etc… They have value to add right now and managers need to enable this;
- Offer seminars every so often that encourages involvement of the new recruits;
- Have brainstorming sessions in a low-key setting so there isn’t a lot of intimidation, but rather input from everyone.
- Millennials follow direction well and don’t always ask the questions for concern it might not be received well. Encourage them to speak out and offer their insight on better ways to do things. This generation is confident, full of excellent ideas, very smart and want to contribute. Encourage this and incent them in this area if need be;
- Assign a mentor – a BB if possible – not a know it all but someone who loves the culture and can guide through leadership skills and encourage them to participate;
- Have 30 minute texting brainstorming events; Have a texting suggestion box, get them to tweet about your company and promote you on LinkedIn;
- Many larger companies have college grad recruitment programs. Smaller companies steer clear because they don’t have training in place. Well guess what you require this as well. Take small steps to make this happen. If you don’t your talent pool will dry up.
- Also smaller companies don’t always have resources to build programs but ask yourself, will you do well with a shortage of top talent without this. The effect of having one could be great. Is it easier to train and mold coachable resources, those with great skills or at the opposite end of the spectrum is it easier to un-train and change bad habits? Ask a sports coach this question. If you golf you will know what I mean.
- Reward them based on deliverables against goals or projects and not on “clock in time”
- Everyone will have good intent and want to guide to newbie on the job – set the policy around your new hire program and adhere to it.
I think it’s important to remember that no one enjoys being the ‘new kid.’ Rather than viewing our traits and characteristics as potential ‘glitches’ in the hiring process, perhaps, in an ever changing society, we can be viewed as your ROI and future success.
Authors: Michelle Harris and Shannon Woodward
I am a BB – Cathy Cairns and I approve this message.
Part 11 – What Millennials need to do to get noticed and hired click here.