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4 Strategies to Help Every Manager Avoid Millennial Recruitment and Retention Nightmares

Published August 17, 2018

4 Strategies to Help Every Manager Avoid Millennial Recruitment & Retention Nightmares

 

Introduction

The recruitment process has become a critical component to every organization’s success, especially when it comes to millennial hiring and retaining. Ignoring the importance of creating a robust recruitment process can create nightmares. Hiring managers must embrace approaches that can identify skillful employees and not only recruit them but also retain them. To successfully achieve this approach, hiring managers should be part and parcel of the following four strategies.

 

Best Strategies for Recruitment and Retention

1) Provide Career Development
According to surveys conducted by the Financial Executives Research Foundation (FERF), “Millennials have a preference for career guidance and tend to prefer to be prepared to be the future leaders.” Millennials view the ideal organization as one that exposes them to new skills and experiences through seminars, conferences and professional certifications. An organization that offers such training attracts millennials. This is approach provides them the chance to be molded into their intended enthusiasm for being the leaders of tomorrow which makes them have a hub in your organization.

2) Offer Work Schedule Flexibility
Hiring managers should bear in mind that millennials have significant need for work-life balance. This means that during the formulation of recruitment and retention plans, they must incorporate perks that make the millennials feel less restricted in the working environment such as flexible hours and vacation time. These elements will be the cornerstones for retaining millennials, as they can more easily balance between job requirements and personal life.

3) Demonstrate Consistent Engagement Practices
An organization that wants to retain millennials should have strong employee engagement traditions that jointly involves the management and the millennials. The administration should have a constant interaction with them. This interaction is a perfect way to facilitate guidance for any mistakes or course corrections needed. A Forbes article on hiring and retaining employees says that “Employees should be allowed the freedom to come up with a few parts of their review and describe how they will be accountable to themselves.” This engagement and flexibility helps employees feel accommodated and motivated in their assigned roles.

4) Build Trust
To successfully retain millennials, it is mandatory for an organization to build trust with them. This can be achieved through strategies, communicated through the human resource department, of being honest about the health of the organization and the employees’ expectations. Having a transparent work environment will increase the chances for the employees having a sense of belonging and working harder, which achieves both successfully retaining millennials and meeting organizational goals.

Conclusion
The millennial hiring and retaining nightmares can only be resolved by managers who can clearly understand millennial preferences and who collectively integrate the needs in the employment process. Success or failure can be easily assessed by the ‘job hop’ millennials make, is due to their lack of satisfaction at workplaces. Therefore, hiring managers and organizations should design their organizations in ways that they can accommodate the millennial preferences to retain them for long-term organizational success and stability.
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I hope you enjoyed this article useful in learning about how to Avoid Millennial Recruitment and Retention Nightmares. You can find more Management and Leadership knowledge on our website www.MagnaLeadership.com. We are trusted advisors for executives of small to mid-sized organizations who realize an investment in emerging leaders solves their growth and engagement challenges.

Dr. Kevin Gazzara – is a senior partner and founder of Magna Leadership Solutions, based in Phoenix, Arizona. He is the author of “The Leader of OZ” www.leaderofoz.com. He is an international speaker and recognized as a Management & Leadership Expert and an Executive Coach. Kevin is a professor at 5 Universities developing and teaching programs to help others achieve their full potential. You can follow Kevin and Magna Leadership Solutions on our website: www.magnaleadership.com, on Twitter: https://twitter.com/doctorkevin or our Facebook Fan Page at: https://www. facebook.com/MagnaLeadership

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If you have any comments, suggestions or ideas, we encourage you to share your thoughts with us and our readers in the comments below.

Thank you,
Dr. Kevin Gazzara
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References
Brightenburg, M. E., Francioli, S., Fu, N., Graẞmann, C., & Tosti-Kharas, J. (2018, July). Millennials in the Workplace. In Academy of Management Proceedings (Vol. 2018, No. 1, p. 14547). Briarcliff Manor, NY 10510: Academy of Management.

Watts, A. W., Laska, M. N., Larson, N. I., & Neumark-Sztainer, D. R. (2015). Millennials at work: workplace environments of young adults and associations with weight-related health. J Epidemiol Community Health, jech-2015.

Khera, S. N., & Malik, S. (2016). Book Review: Pritam Singh, Asha Bhandarkar and Sumita Rai, 2012, Millennials and the Workplace: Challenges for Architecting the Organizations of Tomorrow.

Article keywords: millennials, recruitment, employee engagement, employee retention, human resources, recruiting, retention, leadership, management, leader, manager

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