4 Best Practices for Recruiting Millennials

best practices for recruiting millennials

Estimates predict that by 2025, the millennial generation will comprise up to 75% of the workforce – which means companies must learn how to engage with them effectively.

Successfully recruiting millennials demands a fresh spin on an old strategy.

Millennials are unlike any other generation of professionals. With this demographic, it’s about all about what your company can offer. The central theme is to focus on growth opportunities, perks, benefits and cultures that are important to those born between the years 1982 and 2002.

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Here are the four best practices HR teams should keep in mind when recruiting millennials:


1. Offer flexible work schedules

74% of millennials desire flexible working schedules. With modern technology, it is easier than ever for employees to work on-the-go or remotely, helping create better work-life balance. Having the ability to work anywhere, modern professionals often feel pressured to be perpetually “on.” 

When recruiting millennial employees, give them the flexibility to individualize their schedules when it makes sense. For example, permit work from home if they don’t have client meetings or creating compressed four-day workweeks. As a company, respect for an employees work-life balance can more than you know for millennials. 

2. Prioritize growth and development

Millennials are a generation that values education and grew up with information at their fingertips using the power of the internet. It’s important to remember these young professionals want to learn and develop quickly in their careers – and they aren’t afraid to leave your organization for another in order to obtain the growth they desire.

Millennial employees that are most likely to remain with their company are satisfied with the support of their professional development. To attract and retain top talent in this demographic, create development opportunities they crave.

Some examples are internal and external trainings related to their role, educational stipends for paid courses or tuition reimbursements, and networking opportunities with professionals in the positions they may want to grow into. There are so many options, but the key here is to keep your workforce engaged and excited to learn and grow within your company.

3. Highlight perks that are important to millennials

About 64% of millennial workers care about company perks. Although competitive salaries and robust health benefits are appealing to all workers, millennials are also looking for unique bonuses that set your company apart from others.

Your talent acquisition strategy can include ideas like access to fitness facilities, paid meals, pet friendly policies, matching 401(k) contributions, paternity leave, PTO for volunteering, and unlimited vacation time.

4. Focus on improving your company culture

Millennial professionals care deeply about company culture. According to Deloitte’s 2016 survey on millennials, 76% are more likely to report high levels of satisfaction in a creative, inclusive environment. As a group, millennials want to feel good about the work they are doing and proud of the organizations they affiliate with.

Achieve success when recruiting millennials by incorporating company culture. If you don't have these value points in place, here are a few to get started on:

  • Craft a compelling brand story. If your company has a unique and inspiring back story, share it with the world and let them know why you do the things you do. You may earn the respect of more than just new recruits.
  • Create a mission statement with heart. Both employees and companies should have values and interests that align in order to increase engagement and results. Refine your values, stand behind them, and you'll have a better chance at finding candidates that will stand with you.
  • Let millennials know that there is an opportunity for them to influence the workplace and make a difference. With constant negative media attention around millennials (ie: being lazy and spoiled with information and 'killing' old industries), this generation is out to prove their worth to themselves and to you.

If you’re struggling to recruit or attract millennial talent, partnering with a staffing and recruitment agency will give you proven tips and strategies to attract young professionals.

“[My Sparks Group Recruiter] has been nothing short of phenomenal! She has been truly attentive to my ambitions and goals, provided responsive feedback and gave actionable advice. Even when I had a moment of millennial anxiety, she was a great coach and cheerleader through the entire experience. Such a gem!” | Contract Employee, Program Coordinator at a Large Nonprofit Organization

Sparks Group is one of the top staffing and recruiting agencies, dedicated to saving employers valuable time and resources. Recruiting partners can assist in matching your organization with talented and qualified millennials and help you maintain some of the strategies outlined in this piece.

To learn more about how partnering with a staffing agency can improve your access to those in the millennial workforce, schedule a free consultation with a Sparks Group recruitment expert today.


Written by Sparks Group

Sparks Group

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