10 Traits to Consider When Hiring a Millennial Worker

Millennial workers often have a bad reputation in the workplace. Many people assume they’re entitled or don’t have a good work ethic. And while that assumption might be true for a few people, it’s not true for the group as a whole. 

Instead, this generation shares a lot of traits that are invaluable and coveted in the workplace. Learning about these traits will help you understand how Millennials work and how you can best manage them before hiring a Millennial worker. 

TECHNOLOGICALLY SAVVY

It’s no secret that Millennials are a tech-savvy generation. They’re quick to adopt new technologies and can learn new systems quickly. But what you might not have known is that Millennials are also quick to help those who struggle to embrace technological changes.

Utilizing them in the right roles in the workplace can benefit both people struggling with technology and helping Millennials feel like valued members of the team.

TEAM-ORIENTED

In school, this generation was taught to learn using a cooperative learning approach. They often feel comfortable working in groups and are eager to make friends at work.

During the recruiting and hiring process, make sure to discuss the opportunities for collaboration and group projects in the workplace. You should also emphasize your team culture and describe any monthly outings, weekly get-togethers, or even volunteer opportunities they can participate in. 

NEED WORK-LIFE BALANCE

Millennials are often mistaken for being lazy or having a poor work ethic because they value work-life balance. However, the concept of work-life balance is often misunderstood.

With advancements in technology, many professionals can work remotely from anywhere with good Wifi. This gives them the ability to work when they can and still make time for personal priorities. Oftentimes, with this flexibility, Millennials end up working more hours than in a traditional office.

In short, Millennials are going to work extremely hard but they’re not going to completely give up their lifestyle for a career. They love to travel, are busy with after-work activities, and are involved in philanthropic endeavors.

When managing a Millennial, make sure to give them the flexibility they need. This will help greatly in retaining your top talent and reducing turnover. However, having access to work in their back pockets increases the chances for burnout and feeling overworked. Encouraging a healthy work-life balance and setting boundaries will help keep your Millennial talent happy and engaged. 

REGULAR FEEDBACK AND RECOGNITION

Many companies traditionally give yearly reviews, but Millennials will need feedback at shorter intervals to know whether or not they’re doing a good job. Use this as an opportunity to meet with your employees weekly and discuss what they’re doing well and how they can improve.

Also, look for opportunities to recognize your employees for a job well done. This can mean thanking them in person, recognizing them in front of the entire team, take them to lunch, or even offer fun projects or professional development opportunities. 

MULTI-TASKERS

Millennials are pros at juggling multiple responsibilities at once. They are very effective at completing tasks, but this can also mean they’re easily distracted.

Before hiring a Millennial worker, ask them about their time management skills in the interview. Ask them about their process for completing projects and how they’re able to meet deadlines. This will give you some insight into how they work best and if they’re able to stay focused on a task until it’s completed.

Establishing your expectations upfront about what needs to be completed each day and week will help Millennials stay on track and off their phones. 

PASSION FOR LEARNING

Millennials are a curious and learning-centered generation. If you talk with a Millennial about what’s going on in their industry, they’ll most likely reference a variety of publications, blogs, and thought leaders they’ve been following and reading about online. And if you take a look at their LinkedIn profile, you’ll likely see a list of certifications and courses they’ve completed to help them better perform their jobs.

When hiring a Millennial worker, make sure to discuss training programs, educational opportunities, and any budget you have for online courses, books, or industry publications. 

OPEN TO CHANGE

In the past, it was normal for someone to rise through the ranks of a company and spend most of their career working for the same employer. Nowadays, Millennials are embracing change and seek out opportunities to diversify their experiences and skills and grow their network.

Hiring a Millennial worker can help bring in a new perspective to your company and challenge the status quo. However, make sure to keep them engaged and offer them growth opportunities because they’re not afraid to find a company that can offer them career advancement. 

PURPOSE-DRIVEN

Millennials operate on a different set of principles than previous generations and are motivated by having a purpose in their careers. This generation has grown up during a financial recession and has seen the impact firsthand when big decisions are made in self-interest. They are driven to make an impact in their own lives as well as others.

You need to convey to your Millennial candidates how they can make a difference in your organization and how your organization makes a difference in the world. 

CARE DEEPLY ABOUT DIVERSITY

According to Glassdoor, 76 percent of employees and job seekers said a diverse workforce was important when evaluating companies and job offers. This is especially true for younger generations like Millennials and Gen Z professionals. Not only do these younger generations want to change the world, but they also want companies to do so. They’re looking for companies that prioritize diversity and inclusion.

If companies aren’t willing to make this shift or present an action plan, then they will have a difficult time recruiting these young professionals. Also, it’s not enough to just include diversity in your company’s mission statement. Millennials want to see transparency around diversity initiatives and action being taken. 

As you can now tell, many negatively associated traits with Millennials can actually be seen as assets in the workplace. And once you’re aware of these traits, you can recruit, manage, and retain this powerful and dominant segment of the workforce.