There are approximately 80 million U.S. millennials, which is a sizable portion of the workforce. So it's no surprise that hiring managers are doing all they can to reach out to this generation.
Here are some must-haves to finding -- and retaining -- the biggest workforce since the Baby Boomers.
How to Recruit Millennials
1. Meet them where they're at
More than any other generation, millennials are online. They use social media in every aspect of their lives, from finding the next hot spot for dinner, to reviewing a product they've tried, and even looking for work.
Generation Y is looking for work through their personal networks -- which are now bigger than ever thanks to Facebook, Instagram, Twitter, LinkedIn, and Google+. Incentivize your current team with a bonus or special perk when they've referred someone who gets hired.
Make sure your company's online presence goes beyond a standard website -- get personable by showing your true colors online. Which leads us to the next point...
2. Your company culture can make or break the deal
With an online presence, millennials will be checking out your company as much as you may be checking them out. Is there evidence that your company is a place they'll be happy about spend their sunshiney summer days? Post pictures of employees having fun, collaborating, and working together in an open and creative way.
Great corporate culture is not something you can fake, and it's not something you can force. Millennials, more than their parents, are less likely to deal with a stodgy, cold, bland, or restrictive work environment.
In fact, millennials are more likely to compromise slightly on salary, benefits, or titles if the culture is something that excites them. <--TWEET THIS
3. More consistent feedback trumps yearly reviews
They're called the video game generation for a reason.
Growing up seeing numbers add up and tick by in the upper corner of a screen has shaped this generation's expectations for feedback. The standard yearly review isn't going to cut it. When recruiting millennials, emphasize how often they'll get feedback on their work.
Though a once-a-year check-in is a great place to discuss overall improvement, struggles, or accomplishments, the millennial employee is going to do better with more regular feedback. They'll want to know on a monthly basis (at least), if what they're doing is hitting the mark. Millennials won't be content to wait to see how far off course they might be.