Give Millenials a Good Hiring Experience by Valuing Their Time
As millennials will soon comprise majority of the world’s workforce, it is important to also value what the current and future generation of talent values
It is well documented how by 2025, roughly 75-percent of the global workforce will consist of millenials. As corporate cultures of most organizations will be directly shaped by the generation’s habits and expectations, they must strive to keep up with the transitions resulting from the influx of millennial employees into the workforce.
Being a generation that grew up with the internet and has been largely shaped by social media and smartphones, technology is an integral part of the lives of millennials. The immense accessibility resulting from digital and communication advancements has led to their craving instant feedback, and their job applications are no exception.
The Constant Need for Immediate Results
At the Asia HR CEO Innovation Summit held last September in Pasay City, Ravi Agarwal, founder and CEO of EngageSPARK, a social enterprise dedicated to helping organizations interact with anyone and everyone, shared how technology has shaped millennials’ expectations in application and hiring processes.
“Millennials want everything to be instant, even success. In this case, that also means when getting jobs.They also care about experiences. They want to be treated well, and that’s what they value. That’s what they remember, and that’s what they share.”
Agarwal also detailed how treating millennial employees well can start as early as when they are applying for job vacancies, and that providing them a positive experience even if they don’t get the job will effectively make them brand advocates for the company.
“Eighty-one percent of (millennial) candidates share their positive experiences with their friends, family, and social networks.That is pretty much everyone.”
Saving Time and Setting the Right Expectations
The continued inclusion of more millennials followed by the change in the overall behavior of the workforce has led to many employers rethinking their recruitment strategies, with many going as far as approaching job candidates as customers. Agarwal shares that doing so can be more effective by adjusting to candidates’ needs, as opposed to their having to adjust to employers’, particularly when it comes to valuing their time.
“Don’t make them wait. Until now, many employers still make job applicants wait. When they send their application. From registering at the reception, waiting for their first interview, then if they past that, the second interview, the third interview. Then having to come back a second day at an odd time when the team lead is available.”
Agarwal further elaborated that valuing job candidates’ time (and finances) can be done at the onset of the application, particularly by immediately differentiating who among them are qualified and who aren’t.
“The biggest barrier in having a great experience for candidates is that recruiters spend most of their time on those who are unqualified. Seventy percent of applicants are unqualified, and 60 to 80 percent of a recruitment team’s time is spent on them.
The distinction can come via technology, particularly by pre-qualifying the candidates even before they are invited for an exam or interview.
“Imagine that the moment candidates are apply via an employee recruitment program (ERP) or apply online, and they get an automated call, and are asked asked automated pre-screening questions where their answers are recorded. Getting those pre-screening questions out of the way and evaluating recorded answers, it’s easier to identify the seventy percent who are not qualified.”
“They then don’t have to spend time and money to come to the office for a job that there is a larger chance that they don’t make it past the first interview. It’s such a waste of time and money for somebody looking for a job to have to come to an office when no screening has really been done yet. This is what’s important for treating candidates like customers, by showing you value their time and their money.”
A Smoother and More Focused Recruitment Process
The use of automation and other streamlining solutions also makes it easier for recruitment personnel to treat candidates like customers, particularly because it helps lessen the mundane aspects of hiring and allow for more time and effort be focused on the experience.
“Calling applicants all day long, sending texts, putting collected information into spreadsheets, these are mundane and repetitive activities which sap energy. Not having to do as much of this allows recruiters to be brand ambassadors more than administrators, and focus on rich interactions- talking to the qualified candidates, learning about who they are, and teaching them about the company, and delighting them treating them like customers.”