Recruiting Young People from Generation Y — Meet the Millennials

We are all looking to add ‘bench strength’ in our organizations, and over the next several years, most of us will be recruiting young people from Generation Y, also known as Millennials. You may even have children of your own who are part of this generation.

Who are these young people, and how can we connect with them? First, we need to understand who they are:

Born: 1981–2002

Key events: These children of Boomers are the first generation born into a true high-tech society, and they are hardwired to the internet. They are civic minded, even more so than their parents, and have a value structure that includes lifelong learning, and a work-life balance. More than any other generation in American history, they are wired for collaboration and for working in groups.

Key values: Work-life balance, confidence, social commitment, comfort with technology, networking, realism, and being well-informed.

Critical technological change in their lives: The connection of the internet to everything in their lives, with an added dose of the rapid pace of technological advances and innovation. They grew up, and remain, connected.

So, how do we take this information and translate it into something our businesses can use? Is it all about technology?

Yes and no

Yes, because Millennials will want to stay connected (even during the workday, when they should be working and not on Instagram and Facebook). And no, because their core needs are similar to those of other generations.

Millennials want to:

• Feel like they fit in at the company; be a part of the “family.”
• Have passion for the job they will be performing each day.
• Have the opportunity to be successful.
• Have mentors available in-house (either assigned or sought out).
• Know the owner(s) of the company (see owner(s) at least three or four times a month).
• Have written career paths and performance reviews.

Now that we know who they are and what they want, how can hiring managers position themselves for success as they partner with these future leaders?

Communication is key.  With Millennials, you must have several ‘touches’ that include a few, if not all, of the options below.  In addition, you should be prepared to answer questions about the topics that are important to them (listed above). Keep in mind that recruiting is just like selling, but instead of selling a physical product, you are selling the company, the job, even yourself as their future manager.

Successful companies will connect with Millennials in the following ways:

Face-to-face meetings (As in sales, there is no substitute for face-to-face meetings.)

Visits to colleges and universities (career fairs, class presentations, interviews, etc.)

NALP National Collegiate Landscape Competition (formerly PLANET Student Career Days – Career Fair, student reception, event sponsorship)

Landscapes (formerly Green Industry Conference – Student/ employer roundtable)

Indirect technology

Company Facebook page

Company Web site

Job postings on your Web site, school Web sites, national job boards

Direct technology

E-mail (Keep in mind that gen-Yers expect an almost immediate response. Wait more than one or two days to respond, and they will lose interest.)

Phone calls (Again, your response must be quick.)

Other

Faculty (While in school, and even after graduation, students go to faculty for advice and guidance. It’s important that faculty advisors know your company and you.)

Millennials are excited about what the future has in store for them, and are passionate about careers in the green industry. With the right mindset and tools, you will be able to add these young people to you team, and groom them into future leaders.