4 ways employers can attract Millennials

by | Aug 3, 2016

How can organisations attract Millennials

Attract Millennials

Attract Millennials

Attract Millennials

Millennials, those born between 1982 and 2000, are set to become the largest proportion of our workforce by 2020, and 66% percent of them also expect to leave their employers by the same year. But what can employers work on to attract Millennials? According to Bamboo HR  "Only 13% of Millennials think workers should stay with an employer at least five years before looking for a new job (compared to 41 percent of Baby Boomers") This doesn’t bode well for employers who want to make a long term investment in staff or those who are looking for people to make a significant impact to the future of their company.

So what can companies do to  retain and attract millennial workers? Here's a brief look at some of the ways companies attract younger talent. It's important to understand what Millennials look for in a company

Millennials tend to research companies more than their older counterparts before they apply for a job.  They are not necessarily looking at the company's net value and share profits. They look beyond. Millennials are more likely to hold a company's ethics and code of conducts in high esteem, as well as the potential they have to progress within the company itself.

4 things employers must be aware of to attract Millennials

  • Millennials are socially aware: With the rise of the internet and social media it is harder than ever for companies to hide their mistakes or ethical discrepancies. Social media is being used as a tool that can ruin a companies reputation overnight and encourage mass brand boycotting or can build up an indie brand with values that people feel align with their own. According to Wall Blog 'In the US, 7 in 10 young adults would class themselves as social activists and 50% of them donate time to a social cause'. By increasing your company's engagement with social causes, or even just encouraging employees who do, you're more likely to attract and keep millennial talent.


  • Millennials support Equal Opportunities: Following from that, millennials are one of the most socially conscious groups and will most likely look for companies that seem committed to equal opportunities  with gender balance being at the top of the list for the majority of women . Do you provide mentors that help women, people of colour or those with disabilities advance in your company at the same rate as others? Do you have diversity in your boards and higher company positions? Do you encourage a supportive LGBT+ workplace? Do you have a strong stance on the environment and ethical labour? These are all points that could attract budding young talent to you and are areas they could help improve within your company, thus attracting more young people.

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  • Millennials look for benefit packages:Temporary Contracts One of the main things millennials look for in a company is good benefit packages; do yours provide flexibility for child care by both parents, such as the ability to work from home? Schemes to help with home ownership? Although advising that you offer a good benefits package is nothing new, the focus has shifted from pensions and shares, to the elements that benefit the here. Millennial will not be afraid to ask employees what they're looking for.


  • Millennials seek learning opporunities and progression: Studies show that millennials are most likely to stay with a company where they feel they can progress and that their leadership potential is acknowledged. Millennials are more likely to have a degree than their baby boomer work colleagues and will be itching to put their knowledge to good use. Although work experience is obviously vital and hard graft is expected don't fall into the trap of overlooking younger workers when filling positions of responsibility; you could be ignoring a pool of talent, and once given the chance you'll find they will most likely exceed expectations.

Millennials can bring a whole host of talent and fresh ideas to a work force, and they don’t expect to be pandered to or to just leave if they don’t progress quickly enough, but companies do have appreciate that their workforce is changing so it's probably best to change with it or risk losing out on the leaders of the future.

Many people don’t start thinking about their careers until there is a problem. So take a few moments when you are relaxed, to understand what is important to you.  Have our Career Reflections Worksheets delivered right into your in-box.  Print them out in the old school way or keep them open on your phone. Use them as a guide to give your thoughts some structure.

Invest some time in yourself! Don't wait until it's too late!

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Esther Myers Contributor
Esther Myers is a Drama graduate who teaches children with disabilities and is heavily involved in women’s rights movements. She lives in London but often travels back to Yorkshire to see family and friends. She enjoys going to the theatre, being involved in feminist forums and Motown music. She works in a pub part time and wants to write about work and online issues facing modern women, as well as about intersectional issues.

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