How to Hire Millennials & Prevent Turnover


One-third of all working-age people are millennials, so it seems like an easy task to entice them to fill jobs — even the mundane ones. Unfortunately, this is becoming a large challenge for many companies, and retaining millennials is proving even more difficult. According to a survey by Deloitte, 84% of millennial workers say they expect to leave their jobs within 10 years. Let’s explore 4 ways you can attract millennials to “boring” jobs and keep them there.

1. Offer Flexibility

While millennials have many similarities to past generations, one characteristic that sets them apart is their desire for more flexibility and a stronger work/life balance. This generation does not care as much about working the traditional 9 to 5 schedule. They would rather work a schedule that best meets their specific lifestyle, even if that means working late nights, early mornings, or weekends. If you want to attract millennial employees, be willing to let them customize their schedules and focus on deadlines and quality of work, not necessarily the hours they sit at their desks.

2. Make Their Purpose Obvious

A millennial will more likely stay at a job — even a mundane one — if he feels he has a purpose and contributes to the overall success of the company. When recruiting for a particular position, be clear about how it is essential to the company. If possible, describe opportunities for growth within the company. After the hire, make sure the employee feels engaged and invested, or he will be more likely to leave.

3. Create a Social Atmosphere

While money is important to most individuals, it doesn’t determine overall job satisfaction for millennials. They want to enjoy going to work every day in a motivating environment in which their creativity isn’t limited. You don’t have to designate a game room for your employees to help decrease turnover, but you do need to create a strong social environment by providing activities such as team lunches and team-building projects.

4. Ditch the Annual Reviews

Feedback is vital to all employees, but particularly millennials. They want feedback on their current performance and verification that they are doing a good job. Instead of conducting an annual performance review, provide frequent feedback. Whether you conduct quality check-ins or send performance ratings once a month, these comments will mean more to millennials and help them feel more successful than an annual performance review will.

Hiring and retaining millennials requires adaptation, but these modifications don’t need to be costly or time consuming, nor must they affect the structure of your company. If you make these changes, millennials will be more likely to apply to your organization, even for the mundane jobs, and stay there.

Alisiana Peters

Author: Alisiana Peters

Alisiana is a senior marketing coordinator at HiringThing, an award-winning online recruiting software provider dedicated to changing the way businesses hire talent. Questions? Contact HiringThing Marketing.