Professionals who love challenges are a challenge to find!
The curious case of the younger workforce, provides for an amusing observation, wherein the CHROs are mulling on how to attract millennials . An Enterprise has two options, either fall in line with the new normal or fall by the wayside. This demographic has already surpassed Gen-X in the U.S. and would sooner than later change the way your offices look. So how to attract the trailblazers, who crave for challenging work-play scenarios ?
Provided the HR knows which channels to exploit and the amount of visual Oomph to add, the answer isn't that hard to find!
Every spec of the post that a company uploads, from statuses to Townhalls pictures, collectively mount the impression of the brand. Be that as it may, well-focused Facebook ads especially defining the age & gender specifications would be much advised. However, a myopic Twitter-Facebook-centric approach wouldn't fetch the desired results. The 2 billion strong cohort, makes its presence felt on LinkedIn with 87 million profiles. Lay the bounty of openings on your pages & track prospective candidates (do it on a regular basis) to know when they are likely to make a switch. Tap into their ambivalence, before a promising candidate takes a call. Don't forget Snapchat & Instagram!
Somethings gotta give if you need the best in line!
Flexibility is a top agenda for millennials . Allow the leverage of working from home. An additive for recruiting - HRs could introduce virtual tests for applicants, examining greater talent. Once on board, keep regular one-on-ones with the leaders so that harder, at the same time opportune, responsibilities could be entrusted on the right shoulders. With the likes of such measures in place, 52% of the millennials who discard company loyalty, are more likely to remain in the team a little while longer.