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Focus on Clarity, Growth and Contribution to Recruit High-performing Millennials

Workforce Development

Reposted with permission from constructionexec.com, February 13, 2019, all rights reserved. Copyright 2019.

Recruiting millennials is a challenge many industries face, and construction is no exception. Though it’s a challenge many companies deal with, few seem to have the “right” answer for ways to successfully recruit millennials.

Some companies claim the best way to recruit millennials comes down to creating a fun environment, which includes benefits such as ping pong tables, free food and nap pods, just to name a few examples. Though these perks do attract a certain type of millennial, it may not be the type that most contractors want working for their companies.

If a company recruits millennials by focusing on this tactic, they’ll likely end up with an employee that values comfort over a challenge or an employee that values immediate and materialistic satisfaction over everything else. Of course, this is an assumption and it won’t be true of every millennial that’s attracted to a company because of these types of perks. However, it is the case far more often than not.

So, what’s the solution to attracting the “right” type of millennial into an organization? The key to recruiting high-performing millennials comes down to addressing three desires throughout the recruitment process: clarity, growth and contribution. By understanding and then creating ways to leverage these desires, a company can take one of the greatest challenges they face and turn it into an opportunity.

CLARITY

The first and most important desire of high-performing millennials is clarity. More specifically, millennials want to know the following.

  • The vision, including the shared purpose of the company and how it impacts the greater good.
  • Their roles and responsibilities, and how their efforts make a positive impact on the clients, industry and community they’ll be serving.
  • The values and standards. The clearer they are on what the company stands for, the clearer they’ll become on how they’ll be able to grow.
GROWTH

To understand the importance of growth, it might be worthwhile to think about the times in your career where you felt most fulfilled. By doing so, you might find that there was some form of development or advancement taking place or, in other words: growth.

High-performing millennials are no different. They crave opportunities to grow and develop. So, focus on this throughout the recruitment process. Speak to how they’ll be supported and led, as well as the opportunities they’ll have to participate in mentorship and training programs.

CONTRIBUTION

Put simply, high-performing millennials want to feel as though they’re making a positive impact. This comes down to a fundamental human need that most (if not all) want to experience of feeling significant and important.

The good news is when clarity and growth are successfully addressed, the immediate result is contribution.

Clarity provides millennials with vision and purpose, helping them see how they’ll be able to contribute. Then, when millennials know that they’ll be supported and led, they gain the confidence in knowing that they’ll grow in the company. All of this leads them to experiencing even greater levels of contribution throughout the recruitment process.

When a company knows what’s most important to high-performing millennials, they can take what many see as a challenge and turn it into an opportunity—an opportunity that is ultimately achieved by addressing millennials’ desires throughout the recruitment process.

 

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