Six ways to better attract 'Millennials' with your job description

Six ways to better attract 'Millennials' with your job description

June 20, 2012 by Jennifer King

Generation Y graphicMost job descriptions are awful. They make the recruiting business sound boring. They make the work sound tedious. And they all sound pretty much the same, citing the need for a “self-starter” who’s a “team player” and whatnot.

This could be a real problem for employers when they try to hire “Generation Y Millennials”. While some managers and recruiters are fed up with the stereotypically whiny Millennials, Generation Y is predicted to comprise nearly 75% of the world’s workforce by 2025, according to the Business and Professional Women’s Foundation. And while some of Gen Y have “failed to launch” amidst the Great Recession, the best of them are in high demand.

Businesses should embrace the unique characteristics of Gen Y workers for the future success of their businesses. Not only are Millennials technically savvy in terms of IT, social media and marketing, but they’re also hard working, team players and focused on acceptance and relationship building within the organisation.

And we can’t forget to mention that according to a 2009 Monster.com survey, 37% of employers reported that "work-life balance and flexibility" are the most motivating factors for Generation Y.

Businesses can start by using job descriptions to court the most-talented Millennials:

1 Tell them why they should want to work for you. This is your opportunity to make job-seekers fall head over heels in love with you and the vacancy. Millennials don’t just want to crank out work and check-off items on a to-do list. They want to love the business they work for, and you can use your job description to get them excited.

2 Tell them why the position matters. Understanding how my job contributes to the organisation is one of the biggest motivators for me and my Gen Y colleagues. Make sure the job descriptions describes where the position falls within your business, how the candidate could make an impact and where it fits in the grand scheme of things.

3 Talk about what the job could do for them. Aside from a salary and benefits, how would they benefit from the position? What skills might they gain; what professional connections can they make; and why would this position make them more desirable candidates when they start looking for their next jobs?

4 Tell them about your creative benefits. Does your business offer any extra, exciting benefits, such as flexible work hours or gym membership? Mention those creative perks (no matter how small) in your job description.

5 Tell them about your vision for the position. While Millennials may not envision working in the same job for decades, it’s important that we work for a business where we could envision ourselves growing and contributing for several years. We want the job description to reflect that same sort of vision for the candidate who ultimately fills the position.

6 Tell your story, quickly. Your business has a story. Tell a brief version of it within your job description to quickly convey your mission and how it came to be.

Jennifer King is an HR Analyst for SoftwareAdvice.com, a company that compares and reviews HR and recruiting software. She blogs about trends, technology and best practices in human resources.

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