5 Ways to Improve the Candidate Experience for Millennials
Born between the early 80s and the late 90s, millennials are an exceedingly tech-savvy, acceptance-seeking and confident demographic, making them the ideal candidates for today’s companies.
Coming from an era of transition, millennials are naturally creative, always churning out new ideas and willing to think outside the box. And according to a survey by UNC Kenan-Flagler Business School, most millennials prioritize “meaningful work” over high pay, motivated more by opportunities for personal growth and social change as opposed to big salaries without these incentives.
Hiring Millennials For Your Company
A LinkedIn report points out that millennials will comprise approximately 50% of the workforce by 2020. But what do recruiters feel about hiring millennials into the workforce?
Often, the clarity with which millennials approach an interview is misinterpreted as arrogance or stubbornness. However, by understanding the way millennials perceive themselves and the world, recruiters and hiring managers can make the interview process quick and seamless, while also improving the candidate experience for millennial candidates.
Here are four talent acquisition tactics that will help you enhance your interview process and create a better candidate experience for the millennials.
1. Write Detailed Job Offers
Most millennials value meaningful work over huge pay; the opportunity for personal development is vital to them. So when you reach out to someone in this age group, you must be clear about why you chose them in the first place, in addition to being transparent about the job’s salary range and benefits.
For example, be forthright about training programs for employees to give candidates an idea of how your organization can help with their personal development. Motivated to make a difference in society, millennials will also appreciate if you list out volunteer opportunities available to them as part of your CSR strategy, building their trust in your company.
2. Develop A System For Candidate Interaction
If you think that the pressure to perform in an interview rests only with the candidate, think again! Millennial job-seekers have access to multiple career opportunities and sources in this low-unemployment market, and are possibly evaluating your job opening against many others.
So how do you set yourself apart? Simple. Equip them with information relevant to their need to understand why your company is the best fit for them. Here’s what you can do:
- During the interview, set time aside for candidates to ask questions about your organization’s work and work culture.
- Introduce serious candidates to employees on the floor and let them get a sense of your workplace ecosystem.
- Provide feedback at every stage of the interview process, positive or constructive. When possible, let candidates know what to expect in the next round.
- Ask candidates for their feedback on the interview process and how you can do better.
3. Have A More Hands-On Interview Process
Companies that organize role-play activities or assign projects to candidates to test their skills before hiring them are not only able to judge potential and intellect, but also report a better candidate experience.
In addition to asking questions during an interview, have candidates solve an actual problem you’re facing in the company, even if it’s as simple as how to claim space in the break room fridge. This lets them put their ideas on the table and gives them some insight into the situations they’re likely to face on the job.
4. Provide Post-Interview Feedback
According to LinkedIn, over 90% of millennials want to know what you thought about them after an interview. Even if you decide not to roll out an offer or pursue the next stage of the interview process, it’s good practice to let them know why, along with a breakdown of their performance.
You could go a step further by suggesting areas of improvement to candidates. Receptive job-seekers will be only too happy with your desire to help them improve for future interviews, speak highly and recommend you to more suitable candidates, and perhaps come back to your company once they’re ready.
The Way Ahead
Making some adjustments to your interview process can help you attract promising millennial professionals who will only add to your company’s vibrant work culture. Remember, the millennial generation perceive themselves as intelligent and unafraid to ask questions, so tailor your interview process to highlight the benefits of working with your company from their perspective.