With help from Kraig Docherty.
With that said then, the idea of hiring Millennials must be a focus of the past. Now, we have to hire someone based on fit, as opposed to strictly skill set or age.
The most cringe-worthy statements I hear on a regular basis are when people talk about hiring Millennials. Often I hear that ‘Millennials like X’, ‘X is how we engage Millennials’, or ‘Millennials are X’. The truth is Millennials are, and aren’t, all of the things we generalize them to be. In Canada alone there are 7.5 million people born between the years 1980 and 1995. To suggest that all of them like to be treated a certain way is a gross misunderstanding of people, as we simply can’t generalize them based on year.
When it comes to recruiting then, the conversation must shift from recruiting Millennials to recruiting individuals. The age that people are born is irrelevant, as the desires and qualities we generalize them to have can be displayed in people of any age.Read more
In recent years we’ve seen a reinvention of corporate work-life. For employers, cultural fit is now valued higher than skill. For employees, the cultural experience at work is more valuable than pay and traditional incentive plans. If a company wants any type of retention they will have to create an environment of purpose and experiences. How? By focusing on being apart of something bigger than simply work, and understanding what culture means for each organization and highlighting it, as opposed to benchmarking and comparing apples to oranges.