April 23, 2018

What Millennials Really Think of Your Recruiting Technology

Written by
Jon Hainstock
Why is TechnologyAdvice Free?
Tags: HR

Perhaps you’ve been using technology as part of your recruitment process for a while. Or maybe you’re determining how to best leverage it to attract more millennial workers to your company.

But have you ever stopped to think about how your technology is being perceived by the very workforce you’re looking to attract?

Ashley Prevatt, Senior Manager of Talent Acquisition at Jabian says, “Type ‘millennial’ into the Google News search and look at the number of recent articles. In particular, you will notice the vast number of articles about the challenges in recruiting millennials and engaging the millennial workforce.”

Millennials, also known as Generation Y, are loosely defined as those individuals who are between the age of 18-34. This is a pretty wide date range, but the similar circumstances of their youth, with swiftly advancing technology and the influence of Baby Boomer parents, gives millennials a fairly homogenous attitude toward work.

Companies everywhere are having a tough time onboarding millennials, and one of the reasons is because of the technology the companies are or aren’t using to recruit and hire millenials. You should be aware of what a millennial really thinks of your recruiting technology.

Millennials don’t care how advanced your technology is

There’s no denying there is a certain comfort level millennials exhibit on the latest mobile devices and technology in general.

But if you make technology your sole focus, you could be making a serious error.

Per Michael Page, millennials are looking for the following five traits in a job:

  • Purpose. Gen Y doesn’t care about how much they’re getting paid as much as they care about company culture and the vision behind it.
  • The opportunity to grow. Sometimes, a millennial will choose a job they are less likely to enjoy over one they would enjoy, simply because they see an opportunity to grow and expand their skill set in it. Can you connect your younger workers with the tools and resources they need to succeed?
  • A coach or a mentor. Millennials don’t want a boss , they want leadership to guide and direct their path and help them meet their goals.
  • Regular feedback. Millennials will quickly become disengaged in their work if they aren’t on the receiving end of regular feedback. They want to know whether they’re on the right track, how they can improve, and what steps they can take to hit key targets.
  • Flexibility and balance. Gen Y doesn’t want to live separate lives. They are looking for cohesion between work and life. The flexibility to work from home, telecommute, or the ability to adjust their schedule can help them maintain a sense of work-life integration.

Communication will prove vital to your recruitment process, as you must demonstrate whether these five traits are a part of the job they’re applying for.

Position yourself as a tech-savvy company

Though recruitment isn’t all about technology, technology does play an important role in helping you attract millennial talent.

In an article on TechFunnel.com, communications specialist Gerald Jackson says: “By positioning your company as a leader in engaged and technologically-savvy recruiting and employment, you can draw the best candidates in the new millennial labor pool.”

Generation Y might be inclined to look at your company as being a laggard if you aren’t utilizing technology to connect with them and your target audience.

Jackson says digital recruitment is a must, and should encompass the use of social media and job boards.

Don’t merely ask millennials whether they’d be interested in working for you. Communicate what your brand is about, and demonstrate that you care about building your online presence.

When you use technology in this way, millennials can clearly see that you understand what the trends in digital recruitment are. If you make engagement as part of the recruitment and onboarding process, and continue to engage your workers once they’ve been on-boarded, you’ll greatly increase your chances of retaining them long-term.

If it’s not mobile-friendly, it’s not millennial-friendly

Per Nielsen, “When looking at smartphone owners by age, penetration is highest among Millennials aged 18-24, 98% of whom own smartphones. Millennials aged 25-34 are right on their heels, with a 97% ownership rate.”

When millennials are searching for a job, there’s a good chance they’ll be using their smart devices to scan your website and job postings. They may also use laptop and desktop machines as part of their search, but this doesn’t mean you should expect them to.

Gen Y doesn’t spend a lot of time on apps or sites that load slowly and look ugly on their mobile devices. If your mobile experience isn’t optimized, this is something you should address as soon as possible.

Audit your mobile experience and determine whether it’s adequate for your recruiting needs. If not, work with your team or hire a specialist to update your technology.

Final thoughts

If in doubt, always try to see things from the perspective of the millennial. What are they seeing when they go to your website, social media accounts, online job postings, and so on? What is their experience like when they land on these sites? Can they get a sense of who you are and what you stand for? Do you care about recruitment and retention best practices, and if so, is this apparent?

Continue to study millennial behaviors and values. This should give you a good sense of how to round out your online presence to make it more attractive to them.

Ready to start recruiting smarter? TechnologyAdvice can help you find the right recruiting software for your business. Try our Product Selection Tool for Human Resources Software, or click on the image below to get started.

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Jon Hainstock is the co-founder of ZoomShift, employee scheduling software designed for hourly workers. ZoomShift helps teams save time scheduling, increase accountability, and reduce costs. You can connect with Jon on Twitter at @jonhainstock. Or email him at jon@zoomshift.com.

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