5 Tried and True Methods of Reaching Out to Millennials-2022

Let's face it, Weather we like it or not millennials are taking over today's workforce. according to a report By 2025, it is estimated that 75% of the global workforce will be millennials. In other words, if you’re not paying attention to this generation, or haven’t started targeting them through your recruiting methods, you’re already behind everyone else.

When looking for exceptional talent, turning passive candidates into active ones is one of the things that recruiting team should focus on. However, we all know that it's not an easy task to get the attention of passive millennials than to people who are actively looking for a change. Passive candidates are the ones who are already working for the company and not actively applying for any other job or role. They either don't have much interest in other positions because they are satisfied with their current job or their talent and experience are so outstanding that they do not need to submit their application- However, a good Recruiter will find them anyway, but How? 

We should avoid cold messaging and take up a personalized approach. Instead of messaging them about a job opening, you can begin interacting with them by commenting on their posts or sharing their tweets. A sense of familiarity can work in your favour here. Avoid writing long messages when contacting them initially. Finally, passive millennial candidates are more likely to respond if a relevant senior manager reaches out to them first instead of a recruiter. 

Regardless of where you are in your strategy of recruiting a millennial below are five tried tips on how you can not only grab the attention of millennials but also get them onboarded. 

1-Purpose:- While they are already employed and have been doing exceptionally well at their current position it's very important for us to find the strong purpose, why he/she should move out from their current well paid satisfying job to join you? what is that they gone do? what would be the impact of their work not only in the organization but also in society. 

Millennials have a strong sense of pride when it comes to their work. Many want to be able to clearly answer the question, what do you do for a living? , with a smile on their faces, and a sense of satisfaction that they are actually putting their hours in for a good cause. 

2-Perspective:- According to a survey millennials are Uneasy and pessimistic about their life their career and the world. Millennials say they are unhappy with traditional social institutions, mass media and the lack of social progress they are also reluctant to trust leaders, particularly those who run companies that are not aligned with Millennials' values or political views. 

I have experienced in my recruitment journey that leaders are complaining about the founders saying that they want to hire but doesn't want me to function freely, in many cases leaders turn down the offer because of the lack of trust in each other. having faith in each other plays a key role while running successful companies be it with the co-founder or senior leadership.

3-Poise:- What do millennials in the workplace want? Millennials believe that they are friendly, open-minded and intelligent, As open-mindedness and intelligence play a primary role in a Millennial candidate’s view of their potential role in the organization, key to their desire for personal and professional growth. Detail opportunities for advancement and workplace flexibility in the recruitment strategy.

Millennials appreciate the value of entrepreneurial motivation and in return, they want to be understood by the leaders of the organization, according to a report these four major factors which they look into a co-founder before considering the offer are, focus, transparency, trust and vulnerability.

4-Projection:- Recruiting is no longer a transactional process, those times have passed when founders will place an ad in the newspaper and wait for candidates to apply. Today they need to attract more qualified people including millennials. A recruiter may have to be more personalized with their content to identify specific skills, search on LinkedIn for the right talent and reach out to the perfect candidate directly. 

Millennials welcome this type of personal interaction. According to a LinkedIn survey back in 2016, more than 13,000 members of that generation found that 93 per cent are interested in hearing about new job opportunities and 66 per cent are open to talking to a recruiter. How do we project a millennials profile to founders can make an impact, creating a personalized persona of particular candidates can add more value than just sharing resumes.

5-Walk the Talk:- Millennials expect their employer to be upfront and express what their company is all about but what's really important is whether they "walk the talk". In other words, they don't like to be in a situation where they leave everything to join you and you didn't match up to their expectation in terms of Work, Responsibilities, Company Growth, etc. 

Are you the only one saying these positive things about your company? When it comes down to it, millennials are big fans of user-generated content. According to a report, millennials actually trust user-generated content or peer reviews, etc. 50% more than traditional media. it’s critically important to manage your reputation on the many different reviews sites out there because at some point within the interviewing process, millennials will definitely trip over upon at least one of them.