How to Hire a "Millennial" Now that we know what millennials want and look for in a job, we can apply that to what we currently see in the workplace. How do you go about hiring a millennial? Why talk about millennials in the workplace? Because by 2020, millennials will be half of the global workforce. Believe it or not, millennials are here to stay. Since there are so many entering the workforce and becoming a major part of the business world, it helps to know what they’re like at work, what they aren’t, and what they look for in a job. They Aren't Engaged Gallup reports that “millennials have the highest rates of unemployment and underemployment in the U.S., and only 29 percent of employed millennials are engaged at work.” This shows that 71 percent of millennials are not engaged, and would probably be willing to apply for other jobs if the opportunity presented itself. A study conducted by the Corporate Executive Board found that employees most committed to their organizations put in 57 percent more effort and are 87 percent less likely to resign than employees who consider themselves disengaged. How do you engage millennials at your organization? In order to answer that, let’s look at what millennials look for in a job: 52 percent: opportunities for career advancement. 44 percent: money. 35 percent: training and development. 31 percent: benefits. 21 percent: flexible working. So, in order to keep your millennials engaged and active in the workplace, try providing them with opportunities to move up the ladder, give them a bonus or a raise if they’re performing well, offer training and development courses, offer competitive benefit programs, and allow for a flexible work environment. They Aren't Afraid If they don’t like their job, millennials aren’t afraid to quit and find something different. Gallup found that 21 percent of millennials changed jobs within the last year, and 60 percent of millennials are open to finding another job. 36 percent of millennials say they will start looking for a different job in the next year, as long as the job market improves. In fact, the millennial turnover, mostly due to lack of engagement, costs the U.S. economy $30.5 billion a year. Therefore, if your organization isn’t offering what millennials want and need in a job, they’ll go somewhere else to find it, which costs your organization time and money. They Aren't Traditional Flexibility is so important to millennials, that it needs to be mentioned more than once. Millennials are straying from the traditional eight to five work hours. They want variety in the hours they work and where they work. A survey conducted by RingCentral revealed that 70 percent work as much as 20 hours or more away from the office every week. Many millennials believe that they are more productive when they work from home or at a coffee shop, and allowing the flexibility to do that can help millennials stay engaged and happy. Don't try so Hard Really, what we've found, and appears to be a common conclusion, if you're trying hard to hire millennials, then you're trying too hard. By putting the WHY in work, your mission and values will keep your team engaged and ensure they are as passionate about your goals as you are. As I've illustrated here, there are so many statistics when it comes to managing a workforce. We've provided an infographic to further illustrate the many that impact millennials. What are you offering your millennial employees to keep them engaged? Christy Smith As SVP of Corporate HR for Aureon and SVP of Aureon Staffing, Smith is responsible for developing and implementing world-class strategic and operational human resource systems. These attract and retain the top talent in our industries necessary to ensure that Aureon delivers its service delivery promises to its clients. She has more than 20 years of experience developing and leading HR strategies and systems, yet she joined the Aureon family since 2014. She is a graduate of the Greater Des Moines Leadership Institute, a member of the 2004 Des Moines Business Record 40 Under 40 Class and a member of the Society for Human Resource Professionals. Christy earned a degree in journalism with emphasis in public relations from the University of Kansas. She also received a Juris Doctorate Degree with Honors from Drake University.