Millennials in the workforce are a hot topic right now for employers and HR professionals. I read a few articles about the many reasons millennials are getting fired: everything from needy, greedy, entitled, and disloyal. It would seem that employers are getting fed up with the millennial mentality. I’m going to share a few tips with you on how to weed out the bad apples so you can start hiring the millennials you want.
Being a millennial myself, I can see that many of my peers have idealistic views of how the workplace should function. Many of us want to work a little to make a lot. But as many of you might already know, we’re not all the same! Some of us are hardworking, loyal, optimistic, and goal oriented; we know our work is an important part of a system that needs all gears working in sync with one another, and we’re begging to prove that we’re an essential part of that system.
How to Start Hiring Millennials Who Want to Work for You
I don’t see enough people talking about how to find and hire those top-performing millennials. Business owners need to learn how to protect themselves and stop hiring, and inevitably firing, the bad apples. No, not by catering to their every whim. Here are a few small things you can do that will help you eliminate any undesirable candidates and find the top performers of this generation.
Don’t Sugar Coat the Interview
Be brutally honest and don’t sugar coat the interview. You might be tempted to oversell what working for your company is like to the candidate, but if you are worried about them not having the work ethic you need then tell them exactly what to expect. Talk about the trials and horror stories that have occurred in your industry or office. Shake them up a bit and show them what a tough no-nonsense boss would look like. This will help weed out anyone who isn’t ready for the challenge.
Related Article: Interview Questions, Best Practices for Employers
Watch for Signs of Entitlement
The fresh faces of this generation have been given the impression that their education will shoot them straight into c-level opportunities, and some actually believed that. Consider starting your new hire at an entry-level position or even in an internship. Be transparent about your intentions. If they will start out making coffee runs and answering phones, tell them. You’ll be able to see the difference between millennials who are hungry for opportunity vs. those who are hungry for a free meal. The best employees will be happy to work their way up (it’s more rewarding that way) and have the opportunity to prove their worth.
Go with Your Gut
Everyone puts their best foot forward in an interview. If you have an off-putting feeling about someone, first try to dig into that and find out the root cause by asking provoking questions in the interview. It could be nothing but simple nervousness. If you still have an uneasy feeling at the end of the interview, keep interviewing, there’s probably a better option out there.
Related Article: What You Need to Know About Hiring Millennials
Help the Good Ones Grow
When you find one of the good millennials, hire them! Encourage the good ones (even if they’re not a millennial) and help them grow. When it’s the right time, use your influence to open doors for your best employees even if it means losing them. That’s how you’ll win lasting loyalty and a great reputation. I can assure you one thing, millennial workers care about the reputation of the organizations they want to work in. So, if you want to hire the best millennials, you want to make a good impression.
Related Article: 3 Signs You Already Lost Your Best Candidate for the Job
Most of this generation entered the workforce at the lowest point of an economic recession and it changed the way we experience employment. Workers between the ages of 25 and 34 are realizing it’s much harder to find employment than it was for any other age bracket. However, that doesn’t justify any greedy or entitled attitudes, watch out for those folks. When you add the above tips to your interview process it will be much easier for you to weed out the bad apples and never hire one again. Good luck with your hiring and subscribe to our blog for more helpful articles.