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TRG in the Board Room Blog

3 best tactics for recruiting Millennials - Part 2

Posted by Huy Tran on

This blog is the second part of a 3-blog series.

Part 1 - Get Social

Recruitment is a series of challenges that the HR department has to continually solve, from sourcing candidates to screening, interviewing, choosing the best fit and persuading them to accept the offer. Each challenge can be solved, but how well depends on organisations’ willingness to look at each group of candidates and do the following as it pertains to the successful recruitment of each group’s members: 1) keep the effective solutions, 2) stop the ineffective ones and 3) start new strategies. This is called the K-S-S method.

 

Tactics for recruiting Millennials

When applying the K-S-S method to recruiting Millennials, what should you focus on? There are three aspects that require your thorough consideration. In this blog, we will discuss the second aspect. 

Get Innovated

Born in a fast-paced era, Millennials love new stuff and praise convenience. Instead of following the traditional recruitment process, offer your young candidates comfort and excitement when applying for your organisation. These new elements will be like a fresh breeze through the routine of recruiting.

Keep: Using job-fit assessments to screen candidates

Screening candidates used to be a time-consuming activity for HR, and the short-listed candidates were usually selected based on their CVs. Nowadays, more and more organisations use personality assessments to better understand their candidates and find the most suitable ones more quickly among hundreds of applications. Moreover, young candidates are already used to popular personality assessment tools (MBTI, DISC…). A job-fit assessment produces much more detailed and helpful information for hiring decisions, and candidates are able to learn about themselves while organisations assess the level of suitability comprehensively, based on thinking style, behaviours, motivation and more, rather than merely on personality.

Stop: Keeping responses from candidates

Put yourself in the candidates’ shoes. Would you feel eager to apply to a company that needs several weeks to respond to your application or announce the interview results? This can make any candidate frustrated. And since this young generation favours speed and convenience, you could lose a potential talent. Hence, make a to-send list for each recruitment stage: a thank-you email after an application, an interview confirmation email and, of course, an interview result email. If there are too many candidates – a common excuse of recruiters for not being responsive – use an application tracking system (ATS) to help you do this.

Start: Diversifying interview formats and automating the recruitment process

Most candidates think of an interview as a standardised question-and-answer session for better understanding between the candidate and the company. This is when the information obtained from the CV and job-fit assessment claims the spotlight. Stop  asking common and boring questions and start using situational questions, small challenges and real-work cases to assess the candidate’s potential and your ability to meet the candidate’s expectations. If a job requires the candidate to guide customers in using products, why not ask them to instruct a person to save a Word file? It’s simple and effective!

We also recommend leveraging technology to automate and simplify recruitment activities. Instead of physically storing tonnes of documents and using Excel to record the steps of the recruitment process, you may start implementing an applicant tracking system (ATS) for better information and status management of candidates and vacancies. The ATS often acts as an online recruiting channel for both external and internal. These systems are usually mobile-friendly to make it more convenient for candidates to apply and receive notifications from the organisation.

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