It’s time to forget generalisations and accept the facts. The millennial generation is fast becoming the backbone of Australia’s workforce – PricewaterhouseCoopers (PwC) research states millennials will form 50 per cent of the global employment base by 2020.
For many business owners, this is going to mean engaging a younger generation they may not be used to working with. As every age bracket has different ways of working, employers must adapt and understand the best way of engaging millennial employees. It all starts with communication.
Millennial recruits respond best to direct language
In a world where fake news is a buzzword and political speak is commonplace, millennials prefer business leaders who can speak plainly and directly.
This comes from Deloitte’s 2017 Millennials in the Workplace report, which saw interviews with 7,900 full-time employees across the globe – including in Australia.
Take this into account from the very beginning of the recruitment process. Be clear and direct about the role you are offering, what you expect, and what candidates should bring to the table – and continue this clarity in all your communications.
Share the load of responsibilities
Gone are the days when Australian business leaders would shoulder all responsibilities for the company. In Australia in particular, Deloitte found that millennials reject the concept of responsibilities being inexorably linked to seniority or pay.
Younger workers want to take on more duty, and this must form part of a recruitment strategy. Even junior roles will carry specific authorities – outline and reinforce these over time, and you can go a long way towards a happy, engaged younger workforce.
Make use of technology for millennial communications
PwC research indicates that 41 per cent of millennials prefer to use electronic communications than phone calls or face-to-face meetings, while three-quarters believe that using technology makes them better, more productive employees.
— Deloitte (@Deloitte) March 11, 2017
This can be a point of contention – generational gaps can introduce conflicting ideas on the ‘best’ way to communicate. When recruiting millennials for your business, it’s important to find common ground and communication methods that suit all parties. For example, face-to-face meetings followed up by summarising emails with a chance to respond could be an effective middle ground.
Getting off on the right foot with your recruitment is so important, and when hiring in a millennial workforce you need to think about their needs. When you’re ready to find out more, it might be time to list your roles with Monash Talent.