Share This, Post That. How to Get Millennials on Your Team
Employment in the logistics sector is shifting as millennials are expected to make up about 75 percent of the supply chain workforce by 2025. Companies need to revamp their recruiting and interviewing practices to appeal to this generation.
Companies can create the environment and experience millennials are looking for by following these five steps:
1. Focus on growth. Millennials want to make an early impact at an organization and grow their career. They want to know that if they work hard and succeed, they will be rewarded and have a chance to take on more.
During the interview process, have candidates meet with employees who have been promoted so they can hear firsthand what it takes to succeed. Talk about the different ways your company measures contributions and how quickly someone could be promoted. Give them a clear picture of what their path could look like within your company.
Also highlight the career growth available within the industry. Discuss the strategic role of the supply chain and provide labor market studies or data showing its relevance and growth.
2. Highlight company culture. Many millennials want to develop relationships and seek fulfillment from their jobs. To attract them, create a dynamic work environment. This extends beyond pool tables and kegerators (although these small refrigerators are appealing) to include a casual dress code, flexible hours and free food, an open-door policy, exposure to senior leadership, and career progression.
Also highlight your team’s unique subculture. Whether you’re in logistics or procurement, your team culture has characteristics that set it apart.
3. Take advantage of social media. Whether it’s Facebook, Twitter, LinkedIn, or Instagram, these platforms are where millennials are interacting and communicating, so your company should do so too. Use social media as another way to highlight the culture.
Post pictures of the office, events, or employees when they’re recognized. Share articles about your company. Post pictures of awards and show off fun things that happen around the office.
4. Talk about the bigger picture. According to Deloitte, 77 percent of millennials say that a company’s purpose is part of the reason they decided to work for their employer. Organizations (and teams) should offer an opportunity to give back, whether that’s through team-wide volunteering events, matching charitable donations, or paid time off to volunteer for causes employees are passionate about.
If your company has a corporate social responsibility program, highlight that with candidates. Discuss different ways employees can get involved and give back to the community.
5. Follow up. Millennials love to share what their experience with a company was like, whether it’s through word of mouth or online via sites such as Yelp or Glassdoor. Be transparent with candidates throughout the application and interview process so that they’ll have a positive outlook on your organization.
If you don’t extend an offer to a candidate, explain why. If someone else was more qualified or a better cultural fit, share that. Tell candidates when they’re no longer in the running for the position. Don’t give them a reason to share negative feedback online or by word of mouth.
By following these steps, your company can highlight its offerings and appeal to millennials, who will soon comprise the majority of the supply chain workforce.