Attract Millennials With These Three Things

by Sarah Hayes on September 30, 2015

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In this blog series, we focus on insights from millennials and how you can focus on attracting millennials to manufacturing.

 

 We have discussed perks that Millennials look for in a company and how millennials thrive in an intimate work environment . It is important to Millennials that they feel like a person, not just a number and they love frequent feedback. Millennials value a challenging and trusting work environment; they also desire a clear career roadmap. Millennials also desire to feel a part of the 'bigger picture' and look for employment at companies they feel will give them a sense of purpose. Foster a culture of charitable caring, a connected team environment and some fun social outings and you are well on your way to attracting Millennials to manufacturing.  Assist Millennials in achieving a work - life balance, have inspiring senior management and a well paired mentoring program and you are well on your way to attracting millennials to manufacturing! Encourage good manager - employee relationshipscollaborative creative thinking and looking beyond P & L Statements and not only will your millennial employees look forward to clocking in but all employees will. It is important to acknowledge a millennials desire to lead and engage them in projects that they can take ownership of is one way to do this.   Don't expect Millennials to 'follow' the rules of the Baby Boomer generation - be flexible, open to new ideas and you will be amazed at what your new hire can accomplish! Don't play games in your millennial interviews, be forthcoming and open about your workplace environment.  Be clear, simple and direct while at the same time not insulting intelligence

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Why Max Isn’t Content

Similar to many other Millennials in manufacturing, Max came fresh out of college, with huge dreams in his head. He enjoys his first job, does good work, and earns a solid paycheck. He’s a bit concerned about his future, however.

During his initial interview, Max’s manager made it seem like he could have a bright future at his new company. Now that he’s here, though, he doesn’t see many opportunities after all. Despite his job satisfaction, he’s already looking for bigger and better opportunities.

 The True Cost of Misdirection

 Attracting Millennials is easy if you say the right things to recruit them, but it’s important that you mean them. A disconnect leads to trust issues and poor performance. If employees can’t trust you, it’s going to be hard for them to take criticism, praise, or instruction.

Worst of all, you’ll attract employees that have no interest in staying once they figure things out. The cost of employee retention is estimated to be 20% of their annual salary. If your company is constantly recruiting highly talented, poor-fitting employees, your churn costs will be through the roof.

Relying on the Truth

The most important thing to remember is that you simply need to be clear and direct. If you’re a family-owned manufacturing company without many management needs, then don’t tell an employee that there’s plenty of opportunity for growth. Telling them the truth and seeing how they react is a much better option than fibbing and disappointing them later.

 Telling a simple, direct truth isn’t always easy, but it’s the best policy. Your company’s culture and productivity will improve when your employees know exactly what to expect. You’ll have lower turnover, and save a ton of money!

 

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Sarah Hayes

Project Manager at 21 Handshake, a strategic marketing company, driven to grow relationship-driven businesses. A self described life long learner that thrives on detail, I love bringing these skills to the table to help others succeed.

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