Millennials Grow Up and Define Their Value
Even Millennials grow up. Not every Millennial is a soon-to-be or recent graduate. The oldest of this group are now approaching their mid-thirties. They may be well into their second or third job, their second career or may be getting ready for a new challenge before they hit the big 4-0.
Many have built a global network of connections starting with their study abroad days or through international organizations they find interesting. Others through their alumni and professional organizations. They are, no doubt, socially-engaged, digitally-driven, mobile-centric and always-on, somewhere.
If 70 percent of people find their next position through their social network, Millennials will probably be the reason that number soars over the next few years. They will be more likely to know and reach out to people within a particular company, have research and data to refer to, and will likely have several questions when the hiring manager asks,
“Do you have any questions?”
“Yes, I do. Can you explain some of the comments on Glassdoor about your CEO? Can you help me understand the compensation structure? It’s not aligning with other similar positions in the market and is way out of line compared to what I see on Payscale and Comparably. Oh, and I have a few more questions but let’s start with these two.”
Hello. What just happened? Who’s in charge here? The rules have changed. Most enterprise companies understand this, and their HR departments have armed recruiters and hiring managers with data to diffuse this conversation or have positive, quantifiable information demonstrating how they lead the way.
On the other hand, small to mid-sized businesses typically don’t. Armed with little support or insight, a Millennial will run wild over outdated recruiting and hiring practices and onboarding that is if they bother to have a conversation in the first place.
Don’t mistake who they are. Millennials Google before they waste time processing, they ask for a recommendation before they bother exhaustive research, and the find reviews more valuable than the brand message. They have the information to make informed decisions and value clarity as a keen ally. And, the best of them come prepared with an impressive LinkedIn network, personal brand and a portfolio of blog posts, case studies, articles and social proof woven across a multitude of online platforms that cast their reach well beyond your brand.
As a business owner or leader, embrace this. Don’t relegate this to social nonsense but an opportunity for new thinking, challenging your status quo and expanding your business. Give them guidance and some parameters then let them do their thing. And, as an aside, don’t use the term Millenials when talking to them or about them. Most don’t identify with the term.
There should be less chance taking today than ever. There are more ways to learn and understand who a candidate is than ever. And, for those Millennials who have worked hard over the last eight to 10 years, go for it. Find the company that appreciates the brand and expertise you bring to the