10 Ways To Attract Millennials To Your Organisation
October 10, 2016
If you’re having trouble attracting and retaining the best young talent to your life science company, then you’re not alone. Millennial employees are often derided by senior employees for their desire for regular praise, rapid promotion and meaningful work, as well as a reluctance to sacrifice work/life balance and propensity to change jobs regularly.
However, as this PWC study points out in detail, those companies and managers who fail to recognise and adapt to the the incredible positives of the Millennial generation will be left without talent coming through the ranks as their Baby Boomer workforce retires en masse.
When trying to attract talented Millennials to your organisation, there are some valuable steps that you can take to show that your company values and supports the leaders of tomorrow.
1. Ask the candidate where they’d like to be in five years.
Millennials tend to seek fairly quick progression, so use their answer to discuss possible promotion paths and any training or mentoring schemes you have in place to help them reach their goals.
2. Show them proof that Millennials prosper in your organisation.
Find examples of Millennials currently in your organisation who have been rapidly promoted or have done exceedingly well in the company in some way. It might be worthwhile to organise a meeting so that the candidate can see that younger people have a chance to make their mark quickly.
3. Avoid bland self-marketing.
Your website, social media and other communications should be visually attractive and engaging, rather than sterile and boring to read. To liven up your social media you might want to get your employees involved, run a competition, or post pictures of the last employee event.
Put your organisation’s best success stories on the website to inspire the candidate to want to work in the company, and ensure that your ‘Meet the Team’ and ‘About Us’ pages show real personality and company goals.
4. Don’t be shy about talking about job perks in the interview.
Some hiring managers may be wary of those candidates who seem focussed on perks, thinking they might not be sufficiently keen on the role itself, but in truth these small extras show concern for employee wellbeing and can therefore put your life sciences company to the top of the candidate’s wish list. Possibility for international travel or transfers are often extremely attractive to Millennials.
5. Give them access to people that work there, from the most senior to the office intern.
You can do this in several ways during the interview process, from having a range of staff sit in on the interview to getting the CEO to drop in to meet a top candidate—or even offering that they come in and meet the team during a trial day.
6. Put meaningful work in the spotlight.
Wherever you can in the job description and interview process, point out the greater meaning of what the company does and how their role will feed into that. In life sciences there’s immense scope for this question, from the development of lifesaving drugs and vaccines to delivering the latest cancer research.
7. Talk about culture.
The majority of Millennials prefer a more casual and flat organisational structure over the more rigid senior hierarchies. However, if we’re realistic, not all companies are like Google with sleeping pods, climbing walls, and massage rooms, so what’s important here is that you’re honest about whatever culture you do have. There’s little to be gained by pretending to have a friendly and collaborative workplace culture if that’s not the reality, so be upfront.
8. Tell them what their success will look like.
Because Millennials like regular feedback and being ‘kept in the loop’, they’ll appreciate knowing how their success will be measured upfront. Such transparency gives them a roadmap to success.
9. Promote any charity or social responsibility ventures.
Millennials often care quite deeply about the kind of company they work for, so highlight any schemes that show the company in a good light.
10. Acknowledge the importance of a good work/life balance.
This can admittedly be difficult to promise in the demanding life sciences field, but any steps you can take to provide a good balance will be appreciated by the candidate. Be prepared to negotiate for top candidates: perhaps they’ll accept extremely long hours in exchange for a day in lieu each month, or a day working from home. Weekends and free time tend to mean a lot to Millennials, so if you’re requesting they sacrifice that prized time then you may want to offer some incentives in exchange.
Despite their reputation for job-swapping, millennials are loyal to companies who treat them well. If you can focus on career progression, meaningful work, and a supportive workplace culture, then you will attract the top candidates, and more importantly, make them not want to leave.