When you visit almost any business, you’re likely to see more fresh young faces among the employees than anyone over 40. That’s because more than one in three American workers are Millennials, or those born between the years of 1981 and 1997, according to the Pew Research Center. And for many businesses, those young workers offer a lifeline to future success.
“Younger workers are the future workforce, and they are full of wonderful ideas and concepts that great tech companies can use,” says Jennifer Veal, Human Resources Coordinator at Huntsville-based Intuitive Research and Technology Corporation (INTUITIVE). “We also need the ability to transfer knowledge from our older workforce to the younger generation, so it’s crucial to have talented younger workers on board.”
Technology companies like INTUITIVE, which provides technical solutions and program management for aerospace and computer engineering clients, can especially benefit from the technical expertise of workers in their twenties and early thirties. Known as “digital natives,” this generation of workers largely grew up using technology, so technical prowess is more likely to come naturally to them.
Barriers to Recruiting Millennials
Most established companies have traditionally recruited employees by attending career fairs, visiting college campuses, and advertising positions in classified ads. But, Millennials’ comfort with technology means that companies must find new ways to locate and attract them by using social media, career websites, video, and other tech-heavy approaches. In addition, Millennials don’t necessarily judge a potential position by traditional criteria. Some studies show that they may be more heavily swayed by perks such as the ability to work from home, than by a higher paycheck.
And just because a company hires a skilled young worker doesn’t mean that worker will stick around. Sixty percent of Millennials are open to new opportunities, according to a Gallup poll, and employees in the Millennial age group are three times more likely to switch jobs than those in other age groups.
Getting It Right
To successfully hire skilled Millennials and build their future leadership pool, companies must adapt to new approaches and rethink their compensation and benefits packages. At INTUITIVE, recruiters “try to reach young workers on their platforms,” Veal says. That includes social media, employer ranking site Glassdoor, and online recruiting. INTUITIVE’s team also attends a number of college career fairs each year to meet potential employees on their own turf.
When making employment offers, INTUTIIVE considers what the job candidate really values. “You have to meet their needs,” Veal says. “We try to emphasize a great work-life balance, meaningful work, teamwork and collaboration, and flexibility.”
Companies that need Millennials’ expertise must understand what these candidates are looking for. In addition to a paycheck, most younger workers appreciate the opportunity to be creative and explore their passions, as well as collaborate with others and do work that matters.
For more insight about why INTUITIVE has been named a Best Place to Work in Huntsville/Madison for ten consecutive years and for more information about what makes them so successful in the research and technology space, visit www.irtc-hq.com.
Article Source: http://www.al.com/sponsor-content/?scid=113830&prx_t=uLICA9z0OAjs0LA