Generation Y: How to Find and Attract High-Quality Millennial Employees


The Huffington Post[1] defines Generation Y, or those born between the late 1970s and the middle of the 1990s, as Millennials. Today, many of these young people are just entering the workforce, but their expectations are different from generations that have come before them. Millennials don’t mind working hard, but they want to pursue something that interests them, and they want to feel like they are making a difference. The following tips can help businesses find and attract high-quality Millennial employees.

Emphasize a Fun or Casual Workplace

One solid way to attract a potential Millennial employee is to emphasize the creativity or uniqueness of the office space. According to a recent study from┬áCNN[2], Generation Y believes that having an engaging workspace is a top priority, but baby boomers put that towards the bottom of the list. Workplaces don’t have to be a messy hangout to be appealing, but creative touches or casual dress codes can go a long way in attracting high-quality hires.

Use Social Media To Advertise Jobs

Millennial employees are rarely going to read the classifieds in a newspaper to look for a job, but social media and other Internet-based resources are the best way for businesses to advertise employment positions. Facebook, Twitter, Google+ and LinkedIn are effective and visible ways to attract Generation Y.

Detail Clear Deliverables…

A lot has been said about the desire of Generation Y to have fluid careers, but it is also important to have clear deliverables in place during the interview and when the job begins. Millennial employees will appreciate that they can clearly identify success in terms of objective goals, something that was not an issue for older employees.

…But Make Room For Personal Creativity

Although the guidelines stated above are helpful for retaining younger employees, it is also important to emphasize the potential for self-fulfillment and personal creativity during the interview phase. Hcareers[3] recommends asking candidates about how they feel they could best succeed in the company, which helps them feel personally fulfilled and helps the company utilize their strongest assets.

On the surface, attracting high-quality employees from Generation Y involves the same major factors as salary and potential for growth. However, there is also a heavy emphasis on personal fulfillment, creativity and positive reinforcement.