Human Resources magazine and the HR Bulletin daily email newsletter:
Asia's only regional HR print and digital media brand.
Register for your FREE subscription now »
Attracting and retaining Millennials has been a challenge for HR departments across the globe since the generation started entering the workforce about a decade ago.
Having observed patterns through these years, employers now have more insight on the generation, and most importantly not just around stereotypes that they are willing job hoppers and look to succeed too quickly.
According to Adecco Staffing’s annual Way to Work Generational Survey Millennials are eager to relocate, where more than half of the respondents expect to live in two or three different cities throughout their careers, with 68% saying they would move to “get a well-paying job.”
The surveyed polled 1004 students aged between 18-24 in the US.
The story of former Yelp employee Talia Jane who wrote an open letter to the CEO complaining about not able to pay rent for her apartment had many questioning whether these young people know where they are going with their lives.
However, Adecco finds that many entry-level Millennials plan to live at home for about six to twelve months. They plan to stay at home because it is a stable, financially-responsible housing option that allows them to stash some cash while searching for a job, the report found.
It is true that Millenials are eager to move up, and opportunity for growth is the most important element of a first job for Millennials, according to the survey.
These young men and women are dedicated to find their way to the top, they try hard to gain experience, where most look for internships and participate in extracurricular activities that will help bolster their resume.
In fact, 68% of the respondents have already held between one and four internships prior to graduation. However, despite being the most educated generation, up to 74% of Millennials feel that their colleges or universities did not properly prepare them for the workforce.
This makes it a no-brainier for employers to offer training to attract and retain them. For entry-level Millennials a formal mentorship programme allows them to to learn and receive feedback from their more experienced co-workers in a safe, friendly setting.
“While some employees will likely form mentorships organically, setting up a formal programme gives everyone the same opportunity to learn from their colleagues,” said Lauren Griffin, senior vice president of Adecco Staffing USA.
Learning opportunities are not limited to webinars and classroom training. Additionally, learning opportunities can mean opportunities for leadership development — whether they own a small piece of a larger project or run an internal office committee.
Millennials like to work for innovative companies with strong brand recognition, so it is important to show job seekers the cool things your company is doing by sharing projects, content and creative promotions via social media.
“I recommend paying particular attention to Facebook. According our survey, 61% of respondents said that Facebook is the most used social media platform when researching the culture of potential employers,” said Griffin.