Hi, Rick Crossland with A Player Advantage here. We’re going to about today is a topic that I am sure is on your radar because it’s on the radar of every top CEO and business leader out there and that’s how to recruit, effectively onboard and make results producing employees out of the Millennial generation. Well, before we dive in let’s just take a quick step back to understand how the Millennials came into being, what their mindsets are, and how we can really leverage that to our advantage as we bring them into the workforce.
So, the Millennials are the current generation that’s entering the workforce. The reason this is so important for you is it’s by far away your largest cohort from a recruiting standpoint. They are the youngest–they going to be with us the longest–and are also currently the largest pool of talent available. So, it’s important we get good at Millennial recruiting and onboarding.
A lot of time the Millennials are kind of panned for being a little bit soft, a little bit selfish–well we need to understand what’s behind that. They were the offspring of both the Baby Boomers as well as the Gen X Generation, which happens to be my generation. You know we had it pretty good, so what do we do? We really bestowed a lot upon our children– a lot of focus, a lot of resources and a lot of attention which is a little bit of the reason they kind of feel the world revolves around them–because they had so much attention.
So really, once you understand that–all the grades that they’ve gotten, if they did well in high school or college was because they have always had gotten the attention, so their natural reaction was to think, “well it’s all about me”. Likewise, their first, perhaps summer jobs, their first internships, it was all about what they were going to get out of it, and their first salary job–that was money to put in their pocket and get them out of debt. So very much a ‘me’ centered mindset for this generation. Again, I’m not going to blame them because to a degree that’s the way society and we raised them as parents.
Okay, now here’s what to do about it, you need to take that ‘me’ inward focus that they may possess and we need to define for Millennials that this will be the first time, and this is really important point that all that inward look needs to become a givers-gain mentality. And the more they give, the more results they produce for the business, the more they going to get out of this. They need to understand that all of the benefits, raises and promotions they want comes from adding more value to the business. Because you have to remember the Millennials are used to a kind of instant gratification, all the technology, everything is instant these days, that’s what they grew up with–and now in business, we are talking about longer more sustainable results. You often hear Millennials you know–within a couple of months of being on the job they want to be vice presidents, they want the corner office! No one and certainly the schools aren’t teaching this is not reality–they not teaching them anything differently, so it’s really up to us as business leaders to coach them and shepherd them and show them how the world really works. There’s plenty of goodness for the Millennial, but they need to produce results and kind of pay their dues, so they can also partake in this. So that’s Part One: positioning that now this is a givers-gain culture.
Step Two is you need a lot more definition in your internships, and you need a lot more definition in your entry roles, and if you are like most companies, they don’t have that structure, right? The internship and those entry-level jobs are little bit more afterthoughts. Now they need to become strategic intake areas for you to get the best talent. Here is another critical and related point to that is, you now need managers who are going to give attention to these Millennials because they were used to it in high school and band and all these activities growing up. You need people instead of being managers who are coaches, who really want to coach and develop this future generation, so that’s a critical change and it’s a big deal to get the best talent.
And then the Third Point is we actually screen for that givers-gain ethos with our candidates, so we are looking for Millennials who actually have a Greatest Generation kind of mindset who want to give first, then get; and we screen out the instant gratification Millennials. So that’s a big distinction.
Now the great news here is if you effectively can screen for those Greatest Generation–as I like to call them Millennials who have that givers-gain mindset, you have some of the best employees ever! The reason I can say that is you combining all that tech savvy with a young, energetic, purpose-driven employee who wants to build businesses, who really wants to learn and contribute at your company. So those are our three points, our three secrets if you will.
I’m Rick Crossland with A Player Advantage, tune into this channel for more topics on talent–and really how to build that great business. And in the meantime, check out APlayerAdvantage.com for more resources.
Thank you. See you soon.