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Hiring Millennials: How to interest them in your company

Posted by Erin Borgerson on April 24, 2013

The following story is based upon true events...

millennial mikeHave you had a chance to meet Millennial Mike? He's been with our company since he was fresh out of school and we've actually been pleasantly surprised with his abilities. To be honest, we weren't too sure about bringing him onto the team. It's not that we doubted his abilities, we'd just heard so many negative things about millennials - you know, that they're lazy, entitled and high maintenance. Though Mike's a little different than the rest of us (after all, he is the only one who wears a v-neck to the office,) we've been blown away by his work. He's gets his work done ahead of schedule, and is always willing to help out his colleagues. 

But getting Millennial Mike, or any Gen Y-er on our team wasn't easy, they just weren't interested in working for our company. We talked with others, and it seemed like everyone was in the same position - they wanted to hire millennials, but millennials didn't want to work for them. One day, our HR director found an eBook dedicated to attracting and interviewing millenials. Since then, we've added Millennial Mike and many of his peers to our team. 

How? 

We're not going to give you the play-by-play, but here's a few pieces of the guide we found beneficial to getting Mike and his peers on our team: 

Utilize social networking sites to their fullest potential

Millennials want to know what they're getting themselves into before applying for a job. Does your company look like a place they could fit in? Do their goals align with those of the company? What's the corporate culture like? 

Most of these questions can be answered by looking through your company's social media pages - and millennials are well aware of that. They'll look the sites up and down to determine whether it's worth their time to apply.

Short resumes don't always mean a candidate is unqualified 

Because millennials are young, their resumes tend to be shorter than those of seasoned candidates. This doesn't mean they are unqualified though; many of their skills are transferable. In other words, don't toss aside resumes because they are short - give millennials a chance to prove themselves

If it hadn't been for this guide, we never would have been able to get Millennial Mike on our team. So take a few minutes to read it - it's well worth your time. 

 

hiring millennials

Interviewing Help, Hiring Millennials, Recruiting


Erin Borgerson

About the Author

Erin is the Director of Marketing, Crisis Controller and Culture Ambassador (the last two titles she gave to herself) who joined the Hireology team in April of 2012. As a certified Inbound Marketer, Erin manages Hireology's marketing department, the Hireology Blog, and media relations. She is also a co-leader of the Chicago Hubspot User Group which brings together Hubspot users from around the Chicagoland area. Erin set off to Chicago after graduating from Western Michigan University. In her spare time she can be found shaking it in a Zumba class, reading a bestseller, or drinking a craft beer on her Wrigleyville porch.