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From the Mouth of a Millennial

Posted by James Patrick Kahler on December 12, 2014

This is a guest blog by Vinnie Balistreri from The Good Jobs

         As a 25 year old, still fresh out of college, budding professional, I will make up 1/3rd of the adult population by 2020 (Brookings, May 2014). Soon Millennials, like myself, will be the majority of the talent pool you are recruiting from. I’d like to share a little about myself that should help frame the recruiting discussion around Millennial job seekers.

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In 2008 I Was Just Leaving High School, Headed for College         

          My grandparents saw The Great Depression and my parents felt the economy crash in 2008. I have never felt the effects of a poor economy and don’t appreciate a paycheck the same way as my parents. What I did see was the decline of “the company man” and that employee/employer loyalty can collapse. I need more than a number to keep me happy and keep me loyal to your organization. Additional benefits are what are compelling to me, not a pension and a paycheck.

I Have Close to $30,000 of Student Debt 

           Most of the Millennial population is entering the workforce with a negative net worth. We have this number bearing over us that we know we will need to work hard to remove. Our values lie with career development, mentorship, and the ability to grow our skill sets. We’re a generation willing to work hard if we can find the right tools. Being transparent about what you offer to help your employees grow would entice me.

I’ve Always Been Given a Gold Star

            I have been over privileged. Participation ribbons have rained down on me while growing up. I’ve been given gold stars for just showing up. That kind of constant encouragement is what the Millennial generation thrives on. We require constant attention and feedback. If we can’t receive feedback, we can’t improve. If we can’t improve, we will leave and find a position where we can.

I Have Grown Up With Technology

            Technology has taught me to be resourceful. If there’s information I need I can find it. This includes information about YOUR COMPANY! If I want to understand what it’s like to work for you I will dig deep and connect the dots. It’s better for you to be straightforward with me and tell me honestly what it’s like to work there. You cannot be the best employer for every person. However, if I align well with your company I will be a more productive, happier, and more loyal, employee.

            I expect honesty from my employer. There needs to be a level of transparency that you offer job seekers, millennial or otherwise, so that trust can be built. Job postings need to be love letters, not check boxes of criteria. It’s the employer’s job to court the job seeker and if you believe in the organization you work for it should be an easy task. Believe in what you have to offer and people will begin to believe they should work for you.

Vinnie Balistreri is a Culture Strategist at The Good Jobs, a turnkey employment branding solution that helps companies communicate their culture in order to find top talent.

Don’t stop here! Learn more about the Gen Y candidates you’re hiring by downloading the free eBook below. 

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Hiring Millennials, Recruiting, Hiring


James Patrick Kahler

About the Author

James Patrick Kahler is Hireology’s Copywriter & Content Specialist. He is a graduate of the E.W. Scripps School of Journalism at Ohio University and has over four years of professional experience writing for various industries. Outside of the office (and sometimes inside), he has a passion for comedy, advertising and his Cleveland sports teams…all of them.