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Do Hiring Managers Need to Have Different Tactics When Recruiting Millennials-

Do Hiring Managers Need to Have Different Tactics When Recruiting Millennials?

The Betts Team
August 29, 2016

Hiring needs have changed for many startups and innovative companies. More and more millennials are being on-boarded. Young employees are helping boost sales teams, move technology forward, and offer insight into today’s different consumer base. As a hiring manager, though, do you need different tactics to when recruiting millennials? The short answer is yes.

Backgrounds Have Changed

One of the stark differences in candidates is their professional backgrounds. Having an extensive career in one industry isn’t the main indicator of potential anymore. As a hiring manager, if you’re looking to hire a millennial you need to broaden your ideal specifications. Focus on identifying potential rather than practical experience. With the ever-changing tech industry, having an employee who knows how to do a process well versus an employee that is easy to teach isn’t always the best bet. When looking at a job seeker’s background and resume, look for indicators of personal characteristics rather than specific company names or job titles.

Tenure Has Changed

The length of time spent at a company no longer correlates to loyalty and skill-level. Many more companies are looking to hire employees from startup companies that are rapidly growing overnight than well-established organizations that have been following the same product plan for years. As a hiring manager, finding key employees who have more experience in different industries should be higher up on your list than employees who have stayed a very long time in one industry. Take advantage of a new hire’s broad range of knowledge. Companies are learning from each other more and more, and employees that change jobs between organizations are the ones who are spreading which tactics work and which don’t. To bring on these integral employees, focus on immediate actions a new hire gets to take. Draw attention to how quickly someone can make a difference in your company.

Perks Have Changed

Additionally, when presenting an opportunity to a millennial candidate, make sure you’re talking about what they’re interested in. Flexible benefits are important with movability and liquidity. Perks also have to be competitive. Not every company needs to have full buffets for every meal and hand out bikes to all new hires, but a greater emphasis has been placed on a more enjoyable workplace. Find out what other companies in your industry are offering and make sure you’re competitive. Don’t skimp on the perks and miss out on your ideal employee because you don’t have happy hour every other Friday. Millennials value a culture that emphasizes individuality and values each employee.

Sales Has Changed

Finally, sales has changed. The sales team you need to hire today is markedly different than the sales team of ten years ago. Sales is no longer a boy’s club that takes place on golf courses and at steak dinners. It has become remarkably transparent, more personal, and is much more fast paced. Hiring managers need to bring on employees that are personable and committed. The best way to do so is to offer a product they can be passionate about. Make sure you’re able to talk about why your product is innovative when you’re interviewing candidates. Hiring managers need to be able to inspire their employees. Millennials are drawn to organizations that are championing new ideas and changing the world. If you’re looking to hire a millennial, make sure your company fits that description.