What Keeps Millennials From Job-Hopping?

Last week’s Job Search Tip of the Week (“How to Make it as a Millennial”) consisted of tips for Millennials on how to overcome the three most common negative Gen Y and Gen Z stereotypes to be more appealing to hiring managers.

However, employers mustn’t forget that the hiring process is a two-way street, especially considering nearly half of the U.S. labor force is expected to be comprised of Millennials by 2020. In order to maintain their competitive edge, employers must adapt themselves for this imminent technological and cultural change to the workforce. So whether you’re a hiring manager or a job seeker, read on to learn more how to find the employee/company you’ll want to stick with.

Millennials: They’re young, tech-savvy, highly educated, and eager to try out their skills in the corporate world. But most are also lacking real-world experience — something some employers are afraid to offer thanks to this generation’s reputation for job-hopping. How can employers attract and keep these valuable workers? What are Millennials looking for in potential employers?

Not-so-risky business

Millennials are often thought of as high “flight risks.” According to a recent study by the US Labor Department, the average 25-year old has already worked 6.3 jobs. Figures like this one can scare off employers who worry about investing resources to hire and train candidates, only to watch them walk out the door.

In reality, Millennials’ job patterns are not so different from Gen-X workers’, notes CNN Money. And the tendency to switch jobs isn’t a significant indicator of job performance or future tenure, according to a study by big-data company Evolv.

Evolv’s study notes that using a “holistic approach” to finding new hires is the most effective option. Rather than making hiring judgments based on how many jobs a candidate has (or hasn’t) had, companies can benefit by evaluating specific characteristics that tend to lead to successful employment, such as problem solving, communication, or job-specific education and skills.

Of course, not every company has the time and resources to thoroughly research a candidate and then analyze the data they find. In such cases, a recruiting company with expertise in hiring trends and the job market, as well as an understanding of your corporate culture and individual needs, can take the guesswork out of attracting great employees.

Hold onto Millennials

Once you’ve identified great candidates from Generation Y and Z, there are steps you can take to keep them. InformationWeek notes that the trick is simply to know what to expect from Millennials — and what they expect from you:

• Training. On the plus side, many Millennials are fresh out of universities that teach valuable skills such as data analysis, cloud computing, and business intelligence. However, they often lack real-world application of intangibles such as effective interpersonal and communication skills and a strong work ethic. You’ll need to offer plenty of training in these areas as soon as possible and show new employees how such training benefits them. If possible, relate to Millennials in ways that show that your company understands today’s technology.
• Tech. YouTube, Facebook, and other social media play a big part in Millennial culture. Familiarity with these tools improves your company’s image and makes it more attractive to new workers, who in turn can help you leverage social media to better engage and serve clients.
• Tenacity. Thanks to the economic turmoil of the past decade, Millennials know about stiff competition, and they know that initiative pays off. Focus on demonstrated potential and accomplishments. Look for candidates who have participated in internships, developed their own apps, or even launched their own startup projects.

These hires are often creative thinkers who appreciate perks such as a more casual environment, flexible hours, and telecommute opportunities in exchange for passionate devotion to projects they find exciting.

Again, a savvy recruiter can help you find employees who will fit in with your corporate environment. Finding people who understand what you offer and are excited about it from the start can help increase retention and improve your new hire’s ROI.


Remember: Employers, Millennials can and will be valuable additions to your team. Does what you’re offering (e.g., company culture, work environment, benefits) reflect what they want in an employer? In a career?


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