Hunter Hamilton
Engineering Recruiters

For your information

It’s that time of year when employee hopefuls have finished undergraduate and specialized graduate programs. Many of these budding professionals are extremely knowledgeable in technology services and social networking. “Millennials,” as those born after 1980 are often called, are ready to put their knowledge to work.

Millennials tend to be very focused and sharp. They’re tech savvy, enjoy feeling like they are part of a team and thrive on getting constructive feedback. They are also not afraid to question authority when rules and regulations don’t make sense to them, according to Forbes. They tend to seek a healthy work/life balance, seek a flexible workplace and want to have fun. Despite some stereotypes, they work hard and often crave an employment opportunity that will promise career advancement.

Millennials seem to have difficulty coping with stress compared to Baby Boomers or even Gen Xers. For example, according to the American Psychological Association, 16 percent of millennials say they do not use stress
management strategies, while the number is closer to 10 percent for other generations. Millennials tend to stress most about personal finances, but not so much about the general economy.

Those of the millennial generation will make up 47 percent of the workforce by 2014 and 75 percent of the workforce by 2025. It’s important to know how to attract those workers and keep them engaged.

Here are a few ideas:

    • Offer coaching and career advancement
    • In job postings, explain why a company would be good to work for, and why the position is important to the company, as well as what the job can do for them
    • Offer creative benefits, including the flexibility to work from home or gym membership reimbursement
    • Hire great employees, trust them and reward them. Pay and benefits are important to millennials
    • Make expectations clear and define consistent assessment criteria. It’s how millennials are educated, and they appreciate having a guide
    • Create an environment that is open to feedback all the way to the top of the organization. Millennials want to be comfortable and be free of fear of being criticized for offering suggestions
    • Offer ideas for stress management
    • Treat them as individuals, not as a generation. However, understanding generational diversity is important as well.

American Psychological Association
American Express
Harvard Business Review, The Magazine, May 2010