THE MILLENNIALS ARE COMING

A harsh lesson for EVERYONE looking to hire in today's market.

The generation gap between me and my Dad wasn't so big - OK, he lived his youth through the sixties & seventies, I lived mine through the Eighties & Nineties. But the difference in lifestyle and our compatibility wasn't that great, compared to him and his Dad; a carpenter with very old-fashioned values, who caught the end of the second world war. However, one thing remained a constant for all of us - in terms of career - you chose one, got on with it, and stuck at it through thick and thin and you were expected to remain loyal to an employer however you were treated - at least for a few years.

So what's changed?

As it stands, about one-third of the current workforce is either Gen Y or millennial, but this is predicted to rise over the next decade to around the three-quarters mark. Companies of all shapes and sizes will be reliant on these groups to maintain productivity and competitive edge.

This generation has essentially undergone a mini-evolution. They are extremely bright, much more well-informed than we ever were at their age - and they know what they want. In conjunction with a candidate-led market, they hold all of the cards.

I know you don't want to hear that; but it is true, mark my words.

You will no longer be able to hire on a 'one fits all' strategy. They know that each individual brings it's own quality to the playing field. They expected to be treated as an individual, their input valued and their contributions reciprocated.

They also don't need to hang around if you're not holding your end of the bargain.

Millennials go for the job they want, not the job they are required to get. Less shackled by expectation, they are fearless and hungry. Creating the right working environment will see your profits soar.

Are millennials spoilt? No. This is not about money - this is about effort. The new workforce know all about work/life balance; after all, they have had older generations to learn from, where for the majority of the time, we got it very badly wrong.

The new force in the industry wants to be part of a team, to belong and to make a difference. The days are gone where you can spout all of this crap into a job description and not follow it through - you will end up with empty desks.

What's the solution here?

It's all down to how you conduct your business. Be honest with yourself; if you can't envisage the future, get someone who can. There are plenty of young, hungry candidates our there who can change your working environment, attracting good talent,a great working culture and, best of all, profit.

• Your online presence - the majority of millennials will visit a companies' social media sites for an idea about your company culture. Look at your website - is the boss the only one with a profile on there? What does that say to prospective employees? An online presence requires consistent output - it's about engagement rather than marketing. Starting up a twitter account isn't enough - you need to network within social media to gain a presence. This will not only attract good talent, but also, if done right, push your profit margin upwards.
• Work/life balance - Millennials grew up on technology, so their definition of work and social life is much more blurred than in previous generations. They are also completely capable of working remotely; the old tradition of the 9-5 office is fast going out of the window. Let go of your trust issues; give them the freedom to come and go as they please and you will see good results.
• Give teams more power. The key to engaging is giving your employees real power to drive your business forward.
• Benefits - Offering a pension is not a benefit any longer. It's a legal requirement. Offering this as a 'benefit' is insulting. Other benefits that improve their life now - such and medical and dental, good discounts & childcare vouchers are an excellent way of helping to keep good talent. If you can't afford to pay them what they want, reduce their outgoings.
• Most Millennials leave their boss, not their employer. I cannot stress how important this point is. Some line managers have been in place for years; have learnt from their predecessors and aren't forward thinking. This can be a painful exercise but they need to face facts - change with the times or go. Your new workplace cannot afford to lose good talent because of an old-fashioned line manager who steals credit and places too much pressure on staff.
• Job-Hoppers - Millennials aren't afraid to move jobs more quickly. Don't let that put you off. When looking at a CV, look through the dates and dial down into their achievements. Any good recruiter will give you a detailed overview of the candidate and supply you with everything you need.
• Ignore the 'naysayers'. Millennials aren't spoilt and entitled - They have seen their parents work themselves too hard, with long commutes, overtime, exhaustion and with little reward. We have effectively bred a generation of people who want to change the workplace for the better, and that should be applauded.

Bryman Recruitment are an established Recruitment Consultancy, of over 40 years. Call Chris Sulman now on 01702 380066 to see how we can help.