Chances are, if you’re in charge of hiring in your office, you already know about the many advantages and downsides of hiring Millennial employees. Millennials are currently the youngest generation of workers out there and range in age from 20 to around 30. They’re well-known for being tech savvy, having tons of connections and being very social. Of course, as with any demographic, it’s important to know how to hire and retain these often-talented individuals. Here are a few tips for going through the hiring process with a Millennial:

1. Continue the conversation.

Millennials are often very comfortable and skilled at finding out information online. Employers should take a page from their book and learn about these candidates in advance of an interview. That way, the interview can be more about continuing the conversation, rather than using it as a simple introduction.

2. Set expectations early on.

One of the best ways to keep Millennials on board during the hiring process is to let them know exactly what to expect. It can take several weeks or even a couple of months from receiving a resume to making a final decision. Let your job candidates know how long the process will take, as well as what it involves, up front. This helps you show that you value their time and talent – and gives them a clearer picture of what to expect.

3. Don’t forget a background check.

Yes, background screening may seem silly for a person who’s only 20, but don’t forget that even young people may have had the opportunity to get into trouble. You may not be able to spot the recurring patterns that you may see in background checks with more experienced employees. However, background checks may help uncover any number of problems, from faked credentials to legal troubles.

4. Consider the possibilities.

Millennials get a bad rap for including personal flavor like favorite hobbies on their resumes, or wearing less-than-professional gear to a job interview. While in some cases, this may be because they don’t take the opportunity seriously, in other cases, it might be a case of misaligned expectations. Make sure you look beyond “resume fluff” to see if a candidate you might otherwise dismiss could be an asset to your organization.

5. Ask them about long term goals.

Another perception of Millennials is that they tend to change jobs very quickly. One way you can sidestep this issue is to ask interviewees what their long term goals are. Chances are, they’ll be able to tell you – in great detail. If you can help them gain skills in areas where they’d like to excel, they’ll be much more likely to stick around and continue contributing.

6. Set clear policies.

Once you’ve hired a Millennial, make sure you set policies and expectations with them. Having a clear policy on social media use, for example, can help both you and your new employee avoid social gaffes. Consider developing a flexible work-at-home policy, if possible, and if it’s required that they’re in the office for certain hours, make sure you set the expectation up front.

Millennial job candidates have different priorities than previous generations. They expect to do it all – and given the room to succeed, they can. Try out these tips, and you could find a wealth of Millennial talent at your fingertips.

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