Attracting Millennial Talent

Dec 12

Written by Kristen Conway

Millennials are now the largest generation in America’s labor force. As the average age of the workforce continues to lower, employers must keep in mind the demands of millennials to attract talent. They are not traditional clock punchers and expect much more out of a job than just a paycheck. Inherent in the generation is a sense of entrepreneurship, an inclination for community connection, and a desire for personal growth.

Gallup reports that millennials are three times more likely to job-hop, and 60 percent of millennials say they are always open to new job opportunities. They value authenticity and corporate responsibility over paychecks and office perks. Most of all, millennials are looking for a company that will invest in their personal growth. Personal growth is based more on gaining skills than promises of promotions and pay raises. They want to feel like they are making a positive impact on the company and doing good in the community.  Forbes’ advice for businesses that want to gain access to the mast millennial workforce is to play up the business’s role in environmental sustainability, charitable giving, community outreach, offer extensive training opportunities and frequent feedback, and provide paid volunteer time off.

Half of millennials leave a job for mental health reasons. As mental health becomes destigmatized, millennials are more open to discussing their personal struggles and requesting mental health as part of insurance benefits. According to the National Alliance on Mental Illness, (NAMI), millennials have higher rates of mental illness corresponding with the increase of perfectionism and elevated expectations of their generation. Studies on this generation show higher rates of depression, anxiety, and even suicidal ideation. NAMI connects the dots between millennials’ intense desires to better themselves and their community and overwhelming stress due to aspiring for high levels of achievement.

Growing up in a 24-hour world of news and social media changed the way millennials think and work. They never log off and constantly assess micro-details of their perceived world. To them, life is a balancing act between time, money, and happiness. In search of work-life balance, millennials are not looking for a 9 to 5 job. They seek a flexible, project-based position that allows them time for family, friends, and rarely achieved relaxation. Ultimately, they will ask if this job makes them happy. If it doesn’t, they are confident they can find happiness elsewhere.

Fresh out of college and new to LS2group, I share similar ambitions with my millennial colleagues. Starting a new career and entering a new office is challenging, but at LS2group the transition has been easy. I relate to the staff of highly motivated millennials that have a desire to be a part of something bigger than just a job. LS2group has been able to offer me exciting challenges, and I appreciate the time and effort the leadership invests to find the right teams for the right projects based on individual strengths and client needs. Embracing the potential of millennials has led LS2group to be recognized as the best company for young professionals by the Business Record and the ability to attract new millennial talent.