The Best Way To Recruit Millennials

What's your Why?

For this cohort it’s all about purpose and the “why” of your organization. If you’re a company that is focused only on profit, good luck recruiting millennials. They don’t care. If you’re saving the planet, now we’re talking.

Millennials grew up where social media replaced traditional advertising and social media influencers became idols. Here’s a Toronto technology Start-Up called Workwolf that has done a great job of providing free tech for millennial applicants in the healthcare industry. The platform helps millennials define their ideal career path, while at the same time increasing their awareness of their biases associated with success in any job. It gives them something of real value for free with no strings attached. That’s how you build loyalty and interest with millennials.

Which Benefits Are Most Valued By Job Seekers?

Also worth exploring and implementing are “perks” that help to differentiate your company from older school benefit plans. Not only do these demonstrate that you trust your millennials, but they also help with the overall mental health of your entire team. In this circumstance studies have shown that when you give an inch, millennials actually only take a centimeter. Here's a great study in the Harvard Business Review that goes in-depth of the wants and tangible benefits companies will receive from having amazing benefit programs.

Can Employee Benefits Be More Important Than Annual Pay?

You bet they can! Flexible, attractive and employee-centric benefit plans go way beyond the cost to an employer. When well put together, they will help define how your company will treat it's people, either will help positively or negatively promote your brand and will help with both retention and performance.

Companies like MAGNUS HRS, a healthcare staffing firm in Toronto is attracting millennials with benefit plans that include things like like free all you can eat snacks, a take as much vacation as you want policy and encouraging culture building events such as incentive trips to cool destinations or more regular events like simulated sky diving, Deerhurst resort learning retreats or more personal President BBQ days where families are invited (of course this is all pre-covid).

You may also want to consider having a “flex spend” instead of traditional benefit plans. This further empowers your teams to invest in preventative healthcare job perks such as gym memberships or even due to Covid, some new home gym equipment!

If you want millennials as part of your team, then it really has to be all about them and don’t expect any loyalty unless they always feel special, autonomous and have a purpose that is aligned with the why of your organization.