Appealing to younger workers

 Today millennial make up for the majority of the workforce. In 2020, the working population of this age category reached 53.5 million, the group of 18-34 year olds claimed this title. Human resource managers must take a different approach and learn a new range of skills while recruiting young professionals. (P.Research, 2020)

Figure 1: Millennial workforce

Millennial are inspired by companies that have a strong vision and mission that they can relate it to personal level. They want to know how their job fits into the business, as well as how the business affects society as a whole. They are also inspired by strong career advancement opportunities that reflect their positive impact on the organization. While it can seem difficult to attract and retain millennial talent, there are several tactics a company may concentrate to appeal the target audience. Millennial, for example, have more student loans than ever before, and most of them value incentives that help with loan repayment. Though salary is often the most important consideration for job seekers, millennial are interested in career growth too. Companies believe that providing workers with professional development and training programs, as well as promoting them through the recruitment process, is a winning strategy. (Schooley, 2020)

·  Winning strategies for an organization to appeal young workers 

1. Create a thriving corporate culture: Millennial don't want to go to work in a stuffy office, type in cubicle, and then go back to home. They desire to be a part of a community. The majority of young professionals choose to work with businesses that have a distinct organizational culture (N.Y.T.Magazine, 2020).

Figure 2: Corporate culture

2. Employee benefits: According to researchers, raises and incentives are the most effective recruiting methods for millennial. Vacation and sick leave are significant, but for young workers, the ability to work from home is even more appealing. Millennial wants to work from home, build their own 40-hour working weeks, and buy extra vacation time. Health-care and retirement packages are also motivating factors for millennial. Young professionals are very well aware of the increasing cost of medical care and seek competitive health and retirement choices (Paychex, 2020).

 

Figure 3: Employee benefits

3. Mentorship: The concept of work mentor is not a novel concept, but the millennial generation has given it a new twist. The instructor is usually the counselor, who is usually older than the individual being mentored. It's a one-way relationship, whereas millennials don't want to be a part of that team. Mentorship, according to millennial, is a two-way partnership or relationship. Both parties are benefit from each other's experiences.

 Bibliography

N.Y.T.Magazine. (2020). What Google Learned From its Quest to Create the Perfect Team. Retrieved 04 20, 2021, from http://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html

P.Research. (2020). Millennials Surpass Gen Xers as Largest Generation in US Workforce. Retrieved 04 19, 2021, from http://www.pewresearch.org/fact-tank/2015/05/11/millennials-surpass-gen-xers-as-the-largest-generation-in-u-s-labor-force/

Paychex. (2020). Which Benefits Help You Recruit and Retain the Best Employees? Retrieved 04 20, 2021, from http://www.paychex.com/articles/hcm/benefits-help-recruit-and-retain-best-employees

Schooley, S. (2020, 03 02). Business news daily. Retrieved 04 20, 2021, from How to Recruit Millennial Employees: https://www.businessnewsdaily.com/7369-millennial-recruitment-mistakes.html#:~:text=To%20recruit%20and%20retain%20millennial,emphasizing%20job%20flexibility%20and%20collaboration.