{"id":24922,"date":"2015-10-16T21:01:42","date_gmt":"2015-10-16T13:01:42","guid":{"rendered":"https:\/\/www.hongkiat.com\/blog\/?p=24922"},"modified":"2022-07-13T18:29:24","modified_gmt":"2022-07-13T10:29:24","slug":"hiring-managing-millennials","status":"publish","type":"post","link":"https:\/\/www.hongkiat.com\/blog\/hiring-managing-millennials\/","title":{"rendered":"How To Hire & Keep Millennials – From a Gen Y CEO"},"content":{"rendered":"

I was fully expecting to be running my own business by the ripe old age of 25<\/strong>. This blind drive to succeed is as much a product of my own skills, genes and upbringing as it is a relatively common feature among people my age<\/strong>. Most employers balk at the realization, but for me I feel lucky to be able to relate to the Y generation and the Z alike<\/strong>.<\/p>\n

I\u2019m in the right age bracket where one is most likely to find those uniquely suited for understanding the ins and outs of the mobile industry<\/strong>. So I employ them without being daunted by the doomsayers<\/a>, because the age parity gives me a leg up<\/strong> on other employers who can\u2019t seem to get a handle on the Me-Me-Me Generation.<\/p>\n

\n\t\t\t\t\tRead Also:<\/strong>\u00a0\n\t\t\t\t\tHiring Gen-Z Employees: 8 Important Insights<\/a>\n\t\t\t\t<\/p>\n

If you\u2019re one of them, don\u2019t worry, I\u2019ve drawn up the following how-to with you in mind, to help you entice and engage the fresh-faced youngsters too<\/strong>!<\/p>\n

How To Entice Millennials<\/h2>\n

1. Get Them While They\u2019re Young And Hungry!<\/h3>\n

While this may evoke a (creepy) \"We Want You!\" image in your mind, it\u2019s an admittedly ageist solution I keep coming back to, especially when I\u2019m looking for new people to join our mobile development team. That\u2019s because the younger Millennials or the older Gen Z-ers<\/strong> \u2013 depending on where you draw the line \u2013 are digital natives<\/strong>.<\/p>\n

The younger the developer, the more likely it is that they will:<\/p>\n

    \n
  1. live and breathe programming for the mobile age, and<\/li>\n
  2. be eager to learn even more as well as work their hardest to impress<\/strong>.<\/li>\n<\/ol>\n

    If you\u2019re angling for a new hire, I\u2019d suggest you check out the high-schoolers and college students who\u2019d jump at the chance to \"earn to learn\" through a paid internship within your company. Our experiment this summer with a couple of high-school interns worked out great!<\/p>\n

    2. Don\u2019t Use Hackneyed \"Where-do-you-see-yourself-in-5-years\"-Type Interview Questions!<\/h3>\n

    Millennials wince at the cliches and the set pieces bandied about in HR manuals<\/a>. Ditch the textbook interviewer voice<\/strong> and use your own<\/a>.<\/p>\n

    Granted, it\u2019s easier to commute to an equal footing when you\u2019re my age, but that\u2019s no reason to talk down to interviewees if you\u2019re ten years older<\/strong>. The distance that<\/em> creates between you is a sure-fire way to kill any chance you might have of getting a real feel for the person in front of you.<\/p>\n

    <\/figure>\n

    I ask them about their dreams and career tract, about how they came up in the industry<\/strong> and what they\u2019d add to what they\u2019ve seen<\/strong> of our company do so far.<\/p>\n

    You could even ask if s\/he\u2019s a morning person or a night owl, anything that will give you some idea of how independent they are<\/strong> (a big must in any startup nowadays is independent thinking) and how they might click<\/strong> with the work, the team, the office culture, everything your company\u2019s about.<\/p>\n

    3. Don\u2019t Just Look For The Best-Fit Skill Set For The Job<\/h3>\n

    At the end of the day, and especially in a startup, the margin for error is narrow, but the potential for greatness skyrockets when you think outside the box.<\/strong><\/p>\n

    So look for the person who colors outside the lines, who has a good solid trove of know-how<\/a> that you can build on, and also who will best jibe with your team. It\u2019s well-known, but always worth reiterating, that friendships at the office keep people engaged and coming to work<\/strong> \u2013 consider it the built-in social element<\/strong>.<\/p>\n

    <\/figure>\n

    Even if the interviewee is setting off alarm bells in your head, follow your gut\u2026 and test for accuracy. Whenever I get conflicting signals from a would-be Millennial hire, I try to test their skills,<\/strong> whatever s\/he claims them to be \u2013 or even just their smarts<\/strong> \u2013 in order to get a better grasp of who they really are,<\/strong> behind all the interview poses.<\/p>\n

    4. Don\u2019t Jump To Conclusions With Job Hopping<\/h3>\n

    The 2000s, when the Millennial\u2019s started cutting their teeth at the workplace, were rough, on the one hand, and revolutionizing, on the other. Those growing up and\/or starting a career during those times are bound to have developed both an always-on mentality<\/strong> (their mobile device glued to their hands) and a \"checkered\" pas<\/strong>t<\/p>\n

    What that means is their resumes might look like Swiss cheese<\/strong>, with gaps galore and short, scattered employment periods<\/strong>. Your job is to look beyond that.<\/p>\n

    Use your chance during this one-on-one chat to ask about the thinking behind the winding career path<\/strong> s\/he has been on so far. Maybe there\u2019s method to the madness<\/strong> \u2013 I sure have found that to be true more than once<\/p>\n

    Other times, most times really, I\u2019d learn that the soul-sucking corporate<\/strong> environment was what my interviewee had been running from, not the work itself. It\u2019s so easy to bond over a mutual hatred of the corporate monkey life, isn\u2019t it?<\/p>\n

    5. Chart The Wealth Of Opportunities They\u2019ll Be Getting <\/h3>\n

    Contrary to the general (narrow-minded) view, Millennials aren\u2019t slackers<\/strong>. Actually, the potential for growth is foremost on a Millennial\u2019s mind<\/strong> (as well it should be!). With that in mind, I always try to sketch out how fast we\u2019ve grown and where we\u2019re heading to in the near future. So much is waiting for us just round the corner!<\/p>\n

    <\/figure>\n

    I\u2019ll gauge how much what we do here at T-Me excites the interviewee, by doing a quick overview of each department, even a walk-through if time permits, and watch their face light up. You\u2019ll also want to point out that, this being a startup, their time is their own to make use of as they want<\/strong> \u2013 after completing any daily task they might have, they could be learning tons more<\/p>\n

    Shadowing the leads or each department is one fun way of doing that \u2013 the experience-hungry Millennial will usually jump at this chance. ..<\/p>\n

    6. Sell Them All The Way To The Door <\/h3>\n

    But don\u2019t oversell(!) or your new hire\u2019s trust in you will crash and burn, as will all your recruiting efforts, soon enough.<\/p>\n

    Having said that, it\u2019s imperative, especially if you\u2019re in the SaaS business like we are, to paint a glowing, <\/strong>accurate picture of your startup<\/a>, your product, and the industry you\u2019re disrupting<\/strong>.<\/p>\n

    We Millennials need to feel like we\u2019re working on something great<\/strong>, read: potentially world-changing,<\/strong> so that, more than anything, what makes your startup attractive to prospects is its higher purpose<\/strong>.<\/p>\n

    Stress the highlights of your company culture \u2013 remember, you\u2019re also being interviewed!<\/p>\n

    7. Be Diligent And Fast In Closing The Deal \u2013 Millennials Are Slippery!<\/h3>\n

    I\u2019ve had a few great interviewees get snatched up right from under my nose, because I was too busy to get back to them in a timely fashion, or just took too long to decide<\/strong>. That\u2019s one of the hardest things you ultimately realize as an all-in-one startup founder, CEO and recruiter: wearing as many hats as we end up wearing, the 24-hour day fails us often<\/strong>.<\/p>\n

    The key to remember here is this: when you find someone you could see working at your company, don\u2019t waste any time in hiring them<\/strong>, even if just for a probationary period.<\/p>\n

    I\u2019ve even had to accommodate some uncommon wishes<\/strong> \u2013 part-time employment for a month or two until the gun-shy Millennial was 100% sure that leaving their previous job<\/a> for us was be the right call \u2013 and I did, on the spot, no questions asked. It\u2019s a win-win especially when you know bringing them on for even just 4 hours a day would add value to your company.<\/p>\n

    Read more:<\/strong> Searching For Happiness In The Workplace<\/a><\/p>\n

    How To Engage Millennials On The Job<\/h2>\n

    1. Don\u2019t Leave Your Millennial Hire To Fend For Him-\/Herself During The First Week Or So<\/h3>\n

    Do your best job of showing the new hire around, introducing them to the team and each and every one\u2019s responsibilities. While Millennials are known to be very self-reliant, and many project an overwhelmingly bullish image, you might still need to step in and smooth the path to his\/her entry into the team<\/strong>.<\/p>\n

    As with any young people \u2013 and more so with this \"entitled\" generation \u2013 personalities will clash, tempers will fly,<\/strong> but rest assured, if you\u2019ve really worked at putting together a strong office culture<\/a>, the dust will <\/em>settle. <\/strong>If and only if you feel there\u2019s a pressing need for you to intervene, do so like a peer, not an overbearing parent<\/strong>.<\/p>\n

    IMAGE: ITU Pictures | Flickr<\/a><\/figcaption><\/figure>\n

    Always keep both the good of the team<\/strong> and your bottom line<\/strong> at the back of your head and, no matter the problem, the right course of action will come to you.<\/p>\n

    2. Don\u2019t Be Too Strict. That\u2019s So Last Generation.<\/h3>\n

    As a true Millennial you\u2019ll know off the bat that shoehorning youngsters into pre-defined and outdated ideas<\/strong> of what an employee should look like<\/a> is a waste of time, or worse.<\/p>\n

    It runs counter to everything Millennials have been told about their uniqueness<\/strong>, for one. And setting reams and reams of \"commandments\" in place will only get you in hot water and told off as a tyrant by disgruntled Millennials heading out to the competition.<\/p>\n

    Flexible hours, personalized workspaces, regular fun times<\/a> (forget casual Fridays, we\u2019ve got Happy Fridays, with home-baked cookies and treats delivered right to our kitchen!) \u2013 all of these and many more are buzzwords Millennials live for<\/strong>, and luckily, easily enforceable.<\/p>\n

    Keep asking yourself how you\u2019d like to live half a weekday every week in the kind of environment<\/a> you set for your people and you\u2019ll see the light. Last but not least, keep a close eye on your people, to check for signs of exhaustion <\/strong>and pre-empt burnout by mandatory time off<\/strong>. It really does pay off!<\/p>\n

    3. Encourage On-Site Perks That Keep Everyone At The Office For Longer<\/h3>\n

    I\u2019m not just talking about the company PlayStation, gym memberships or constant influx of coffee and healthy snacks. Aside from the laid-backness, it\u2019s also about creating an agile, techie-friendly work environment<\/strong>.<\/p>\n

    If you ask around, you\u2019ll find the young generation can\u2019t have enough of the newest, coolest workarounds<\/strong> that hack the traditional ways of doing anything. The upshot of that is an office that can be constantly tweaked for better results<\/strong>.<\/p>\n

    <\/figure>\n

    The unwieldy soft with corporate written all over it is out, while new gadgets and apps keep popping up to streamline our workdays<\/strong>. So, always aim to reduce clutter within your tech startup, at all levels: your employees will thank you for it and the savviest Millennials that you surely want to appeal to will expect it right out of the gate.<\/p>\n

    As an added bonus, if you\u2019ve recently come into an Oculus headset (or whatever other equally hot gadget), bring it round the office for everyone to have a crack at it. Your cool factor will go through the roof!<\/p>\n

    Read more:<\/strong> 15 Awesome Startup Offices You Need To See<\/a><\/p>\n

    4. Prioritize The Monthly Task Of Organizing Fun, Social Get-Togethers <\/h3>\n

    Do this at least once a month, or however frequently you feel the mood on the floor is dipping below normal productivity levels<\/a>. Delegate the task of gauging the mood and organizing impromptu outings accordingly to the friendliest, most sociable person on the team (or, for extra brownie points with your Millennial workforce, oversee this yourself, if you\u2019ve got the time).<\/p>\n

    It\u2019s also a great way of levelling the fun<\/strong> and the flow of information between different teams<\/strong> \u2013 in our case, the graphic artists and the magic devs. Some antics may get lost in translation, but the great inside jokes will crack everyone up, and you\u2019ll know you\u2019ve got the ingredients for a strong, connected team<\/strong> that\u2019s in it for the long haul.<\/p>\n

    5. Expect Growing Pains, Embrace Results<\/h3>\n

    Don\u2019t reward Millennials like there\u2019s no tomorrow<\/strong>, but recognize that they\u2019ve come up in a world where they were handed just-because trophies for anything remotely resembling an achievement.<\/p>\n

    So they\u2019ll need to know they\u2019re valued<\/strong>, and not through some \"employee-of-the-month\"-type scheme, but whenever they deserve it \u2013 these can come in the form of pay bumps, but they can also be a shoutout on Slack or in front of the team.<\/p>\n

    Also, as any startup CEO and founder will tell you, it\u2019s hard to make light of slip-ups when they cost your firm time, money or both \u2013 but you\u2019ll need to swallow your anger<\/strong> for the first few missteps<\/a> that your new hire makes.<\/p>\n

    At the same time, take advantage of every such opportunity to point out to them how that slipup hurt the bottom line<\/strong> and what the right way would\u2019ve been<\/strong>.<\/p>\n

    6. Be Approachable, With An Open-Door Policy Running On Slack And Smiles :)<\/h3>\n

    Just make sure those smiles aren\u2019t plastic<\/strong>. Be there for your new hire should he want to bounce off ideas off you, praise or complain or everything in between.<\/p>\n

    Recognizing the need to for dialogue with your employees is just half of the equation \u2013 as noted in the Bain study<\/a>, and probably felt at some level by all CEOs everywhere \u2013 your voice needs to adapt to your interlocutor\u2019s expectations, personality type <\/strong>and indeed, gender<\/strong>.<\/p>\n

    On the other hand, scrutinizing your team regularly might turn up some question marks<\/strong> that one-to-one talks won\u2019t quite put to rest. So you might find that the idea of an anonymous feedback practice does wonders for your team spirit.<\/p>\n

    7. Keep Everyone Apprised Every Step Of The Way, No Matter Their Paygrade<\/h3>\n

    You\u2019ll want to keep the failed mergers, the talks that fall through, the hiring and firing decisions etc. behind closed doors \u2013 here\u2019s the thing though. You can\u2019t<\/p>\n

    People notice and productivity levels drop<\/a> when the gossip mill starts churning<\/strong>. All you can do is get in front of it by being honest with your team<\/strong> \u2013 no delay, no fluff, no frills, just the plain truth.<\/p>\n

    Millennials have a tougher skin than older generations give them credit for \u2013 they can take the downturns, they just won\u2019t take the lies.<\/strong><\/p>","protected":false},"excerpt":{"rendered":"

    I was fully expecting to be running my own business by the ripe old age of 25. This blind drive to succeed is as much a product of my own skills, genes and upbringing as it is a relatively common feature among people my age. Most employers balk at the realization, but for me I…<\/p>\n","protected":false},"author":126,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[3412,3405],"tags":[1872,3839,3644],"topic":[4522,4523],"class_list":["entry-content","is-maxi"],"acf":[],"yoast_head":"\nHow To Hire & Keep Millennials - From a Gen Y CEO - Hongkiat<\/title>\n<meta name=\"description\" content=\"I was fully expecting to be running my own business by the ripe old age of 25. 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