What does it take to recruit millennials (a.k.a. Generation Y) – those born between 1980 and 1999?

The biggest thing to remember is that their career and lifestyle demands are very different than older generations.

Understanding their unique characteristics and motivations are key for employers to securing top talent while keeping them productive. Keep in mind that salary is not their primary motivation.

AtWork Group, a top U.S. staffing franchise, is a leader in the field of tracking this “digital population” who want to be recruited.

As a group, millennials represent a tremendous opportunity for a company that “gets” them.

By adopting new recruiting approaches and supporting technologies, such as recruiting software, designed to accurately categorize both hard and soft skills of a millennial candidate and match those to hiring firms, AtWork Group keeps pace with this burgeoning group, estimated to represent 34 percent of the U.S. workforce by 2014.

Here are some tips to keep your business on the forefront of attracting and retaining millennials.


  1. If you do nothing else below, businesses must engage with millennials on the platform they use the most: social networks. By creating and maintaining Facebook, Twitter, and Google+ company profiles, you open the door to new potential employees by giving them an opportunity to easily get to know your company, its products, and services. Also, it provides them a way to interact and network with your company’s employees.
  2. Stay up with the latest technology and make sure your communications are compatible with all digital devices.
  3. Underscore how the position can grow and meet their skills and interests. Show millennials how they can make the position their own by presenting challenges and on-the-job training.
  4. Demonstrate how the job helps meet their long-term career goals by laying out what to expect out of the job through personal growth as well as challenging and interesting work.
  5. Present opportunities for leadership roles. Discover ways that can harness a millennial’s drive and encourage leadership from the start.
  6. Promote flexible work options that balance life with the position. This can include telecommuting or flextime.

To recruit the best of this generation, companies must recognize the priority millennials place on flexibility and fulfilling their social needs both at work and at home. Setting realistic expectations of career paths and advancement opportunities is crucial to engaging this confident group.


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