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Hiring Millennials – Hiring for tomorrow, the next generation!

Posted on September 18, 2016

There is no denying the statistic that as of 2020, Millennials will comprise half the global workforce (Catalyst, 2015).
Let me repeat that, as of 2020 Millennials will compromise half of the Global Workforce and just as a reminder, Millennials are people born between 1981 – 2000 (Catalyst, 2015).

Are you ready? Here are 4 topics to help ensure your success in the coming years.

1. Clear direction and greater meaning
Millennials want to feel like that what they are doing is important and they are on the right track. They also want clear direction and will become disengaged if there is an inconstant or ambiguous message. So, you need to make sure that your Position Descriptions are very clearly laid out and are tied back to the strategic plan of the organisation. By laying out this structure, and conducting regular performance management, you will be able to knock this out of the park and keep your millennial staff engaged.

2. Balance
Work/life balance is also very important to millennials. It’s important that you keep focused on what activity is needed to breed results for those staff members and erase any other activity that does not drive back to the strategic plan. This will allow the staff to be more productive, in less time to meet organisational goals, and let them achieve that ever elusive work life balance.

3. Technology
No surprise that Millennials are very tech savvy, so it’s important that your organisation has invested the capital on the tools necessary to ensure that Millennials can do their job quickly and efficiently. Millennials are an ‘instant’ generation so if they are waiting on slow technology or processes, it’s very likely they will become frustrated and disengaged.

4. Training
Lastly, training for managers. One of the biggest clashes happening in business is intergenerational misunderstanding. Different generations have their own broad sets of values, heuristics, desires, and others. Thus, it’s important to take some time to develop and train the Millennial’s managers on the above items to ensure that they aren’t the cause of disengagement.

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