UNLOCKING Y TALENT
To give you the leading edge in the generational opportunity, we created a special report with the newest insights and how-to strategies that have been proven to work with Millennial employees. These are the top findings from our 2015 Best Places to Work For Millennials Award results, representing over 3,000 companies and 500,000 employees. (Download the full report from
http://genhq.com/ unlocking-millennial-employees-tal- ent-2015-special-report/ to see the top companies and more.) Not every company can be Google, Facebook, or GE. Until our research, who knew that a car dealership, hospital network, or credit union could be one of the highest-ranking places for employ- ment from a Millennial’s perspec- tive? Now we know, and you can benefit by implementing the prac- tices that these companies do dif- ferently. Here are some highlights from the report findings.
What Attracts Millennials to a Job? When recruiting Millennials, the goal is more
applicants and better applicants. The research around attracting Millennials shows two big trends: 1. Employment branding is more important than
ever. This includes the steps you take to brand both your company and your specific positions in order to appeal to Millennials as prospective employees. The most critical touch points include your job descrip- tion, the career page on your website, and ease of applying. Additional key influencers are social media outlets like
GlassDoor.com and other online employ- ment ratings. 2. The second trend we see is the incredible impor- tance of bringing your company’s mission and pur- pose to life. More than any other generation, Millennials want to know and believe in your mission and purpose – which should include valuing your employees and their personal and professional growth. The research supports these trends: • 60% of Millennials said a sense of purpose is part of the reason they chose to work for their current employer.
• 43% of Millennials think that they should be able to apply for a job on a tablet, and 39% expect to be able to apply for a job on a smartphone. • 47% more of the Millennials than non-Millennials found their current positions through an online job search.
48 Automotive Recycling | September-October 2015
54% of college-educated Millennials expect to work for between two and five employers over their entire careers.
What Motivates Millennials at Work? Motivating Millennials is more than gift cards and
trophies. Trust us: This generation has plenty of tro- phies – all the way to 12th place! What we find in our consulting work is that Millennials are motivated by: 1. Sense of belonging 2. Interesting or challenging work that pushes them to grow
3. A boss and co-workers they like 4. A mission or purpose they believe in or want to support
5. Compensation and benefits You can see the overlap between what our consult- ing reveals and the five key drivers of employee engagement: 1. I feel I am valued in this organization (had the largest contribution of all the top employee engagement)
2. I have confidence in the leadership of this organization
3. I like the type of work that I do
4. Most days, I feel I have made progress at work 5. This organization treats me like a person, not a number
Additional research supports this finding that intrinsic motivators have the biggest impact on Millennial motivation. A 2013 study found that the most motivating factors for Millennials (aka Gen Y) are:
1. Advancement 2. Growth
3. Responsibility 4. Achievement
5. The content of the work itself
In fact, in a national study that we led earlier in 2015, we found that:
• 42% of Millennials want feedback every week. This is over twice the percentage of every other gen- eration.
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