We all know the youngest of the boomers is now in their 50’s and the largest population of workers is now represented by Gen X and Gen Y with this last group, the millennials, now representing over a third of the US workforce. The days of cubicle farms filled with huge desktops are numbered, as are strict work hours and email as the only communication tool. Millennials entering your workforce are not just looking for a paycheck, and those with the talents you seek will need to be convinced that you are the right fit. How do you look in their eyes?
Mobile first and upgrade your Applicant Tracking Systems (ATS)
Reaching millennials will be need to be lead by a mobile first strategy. Mobile devices are here to stay and job candidates want to use what is in their hand to conduct their lives and their work. All customer facing interactions need to be on par with the latest technology trends. Your main website has to be mobile responsive and any recruiting efforts need to have the feel of a native app. Millennials need to feel that you represent what they represent, seamless intuitive communication, and the best current technology. If they are tempted to apply, is it an easy process? Clunky mobile apps lead to far higher rates of non submitted applications. How does your site compare to others they may also be looking at? Once they have applied, will your ATS weed out the best or the worst? Have you considered going a step further and introducing an A.I. platform to help find the best candidates? We are now at the point where those organizations using the best tech will gather the best talent to their groups, leaving the rest to apply to organizations with less sophisticated systems.
Maximize your employee referrals.
The best hires are often found by your employees. They sell the company and culture better than any recruiter, ensuring a great fit and long term commitment. How can you assist? Incentive offers buried deep in the HR tab of your intranet are not very helpful. Modernize the effort by bringing attention to recruiting programs on your homepage with a link to open positions, and introduce new ways of connecting their social networks to your recruitment efforts. Have an active, pay-based referral program and pay well for hired referrals. Even consider a repeating annual payment for each hire an employee has brought in. This small annual incentive will keep attention on hiring efforts.
Engage the applicant
Once interested, how do you get an applicant to commit to your organization? Email is no longer the only way to communicate, and is becoming slightly dated. Take advantage of the tools candidates are already using. A quick video call or a facebook message can provide the necessary interaction to capture the candidate’s focus. Are you capturing their preferences in the application process?
Staffing strategies have to evolve as the candidates evolve, and successful past efforts will not cut it as the needs of the employees change. Staying ahead of the curve means transitioning to methods that get you the best hires. Strong mobile technology, improved ATS and a turbo charged referral system will find you the most qualified individuals.