A hiring manager’s guide to what millennials want in 2016

A new year means it's time to develop new onboarding strategies. This is particularly important in the world of enterprise IT, since this sector is one of the most competitive with regard to hiring and retaining. The best tech professionals have their pick when it comes to employment, and as a hiring manager, you must accept this fact if you want to attract those individuals.

But, before you begin to create your 2016 hiring strategy, remember that today's employees are not the same as yesterday's. Every year, more millennials enter the scene, and these individuals must be accounted for if you want to make your organization appear attractive to them. In fact, according to PWC, over 25 percent of the U.S. workforce is made up of Gen Yers, and in the next four years, the global rate will increase to 50 percent. The source explained that it's time to focus on this demographic when onboarding.

So, you must know what millennials need, desire and demand from employers. Then, you can develop a hiring strategy that attracts Gen Yers with ease.

Without further ado, here is a hiring manager's guide to what millennials want in 2016.

Access to the latest tech
Businesses rely on their IT departments to provide employees with the latest and greatest technologies that make jobs easier and tasks more efficient. Therefore, IT teams deserve the best, and creating such ideal conditions is a simple way to attract millennial tech pros.

"93% of millennials consider access to today's technologies 'important.'"

More importantly, Gen Yers expect cutting-edge tools and systems. According to an infographic from Microsoft, 93 percent of millennials noted that they consider access to today's technologies "important" when trying to determine their future employers.

Therefore, you must demonstrate your company's capabilities and technologies to all potential IT employees. You can accomplish this in job postings by explaining the systems that new hires will use, or after an interview, by showing candidates around the office and making specific stops in data centers and at workstations.

A company that knows what its after
Millennials have convictions and they crave authenticity. It's not a stretch to believe that this generation of IT employees feels the same way about potential employers. This means it's important to convey your organization's stance on its competitive market, its overall industry and the economy as a whole. In order words, you must have a strong mission statement and explain corporate values either in interviews or on your employer's website.

It's imperative you do not forget this fact, since 88 percent of Gen Yers said that definitions of corporate values and mission statements attract them to work for a specific organization, Microsoft's infographic said.

The ability to work from home
Between mobile devices and video teleconferencing, technology today allows employees to work, collaborate and interact with co-workers regardless of their locations. Millennials know this, and while IT pros are typically more valuable when in the office, it can't hurt to offer potential new hires a little flexibility when it comes to working from home.

More than 50 percent of millennials perform work-related duties after they return home from a typical day at the office, according to a report from Staples. Even better, 59 percent said that the ability to work with flexibility like that results in a productivity boost.

In-office perks
Millennials want to work for companies that go the extra mile and provide opportunities to increase workplace happiness. Staples found that 21 percent of millennials would say their employers have "good work culture" if they offer staff members in-office perks, such as break rooms, cafeterias and gyms.

You must prepare for the millennials invasion.You must prepare for the millennial invasion.

By simply demonstrating that your business does care for its IT employees, you can attract the best of those individuals, as well as inspire them to invite colleagues and former co-workers to interview for a position. You don't necessarily need a kickboxing class or an in-house burrito place either. You can mention the smaller but more meaningful ways to engage employees and foster a culture such as workplace outings, Friday afternoon cocktail parties or discounts to local businesses.

An employer that allows them to climb the corporate ladder
Other generations might call Gen Yers lazy, but a recent report indicated just the opposite.

According to The Hartford, 46 percent of millennials are interested in working for companies that provide many different opportunities when it comes to career advancement. And Gen Yers' aspirations don't stop there. The source also discovered that 69 percent of millennials hope to become leaders by 2020. Millennial-aged IT employees just want to work somewhere that will recognize the effort they put in and reward them with promotions.

You can offer potential new hires professional development training, explain how they can climb the corporate ladder and provide them with mentors. This will undeniably help with attracting and retaining millennial tech pros.

Perhaps the most important thing to remember about Gen Yers is that you aren't so different, and you might even be the same age. So, offer millennials the same things you enjoy.

A hiring manager’s guide to what millennials want in 2016
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