The unrelenting proliferation of technology suggests that hiring managers, recruiters and background checking companies need to become more technically savvy for a variety of reasons.
A principal one among them may be that doing so is crucial for best reaching and attracting the Millennial generation.
This segment of the population, born between 1981 and 2000, grew up with computers both at home and at school, and now make up more than a third of the American workforce; by 2020, that figure will rise to 50 percent.
They fully understand and use Internet-ready appliances and depend on texting and social media to handle the bulk of their communication.
In fact, many find it preferable to dealing with people face-to-face. Millennials not seen carrying their smartphone are as rare as spotting left-handed albino gorillas in Des Moines.
And they’re computing on the move. In fact, 20 percent of the new generation use only their smartphone or tablet – not desktops – to go online.
To reach this vast market segment, possessing more than 50 million potential job candidates, HR pros should recognize that mobile is the way to reach Millennials.
Below are a number of steps to stay on this group’s radar.
- Website Design – Ensure your websites are designed to be mobile-first. Coincidentally – or maybe not – on April 22, 2015 Google launched a new mobile-focused algorithm; having a site that isn’t mobile-friendly will have “a significant impact” on search results. And you probably won’t be reaching the vast millennial market.
- Career Page – If you have a “Careers” page on your site, keep mobile in mind when writing job descriptions. Make them concise; Millennials and most others won’t scroll through multiple pages of position criteria only to find an item on the last page that disqualifies them.
- Virtual Interviewing – Consider using Skype or video interviewing technologies. Millennials are comfortable with real-time video apps including Skype and Facetime, and can use them from wherever they happen to be. They appreciate convenience so make sure you can offer real-time interviewing solutions.
- Applicant Tracking Systems (ATS) – If you’re leveraging an ATS, make sure it can be used on a portable device. People may not apply if the interface is clumsy or confusing.
- Job Posting – You might be using LinkedIn, CareerBuilder and other conventional and mobile-friendly job sites to attract candidates but Millennials also use the Craigslist app to find jobs.
- Background Checks – Consider using a background check firm that offers mobile capabilities. Similar to other HR solutions, background checking services should be designed specifically for mobile candidates. Providing a technology that allows candidates to respond to questions regarding their job history, education or references, and requests for additional information from their mobile devices, can dramatically expedite the background checking process. It can also enable the candidate to immediately see where they are in the background check process. Creating a more transparent process can provide peace of mind and a better candidate experience, especially for Millennials who may not have gone through a background check before.
If all of this seems like a lot of work, remember that Millennials use social media to express their opinion of virtually everything — including hiring companies.
Done well, this can pay off in spades.
And with negative criticism of employers capable of spreading across social media faster than news of the latest Kardashian divorce, it may prove a very worthwhile investment.
INFOGRAPHIC: Preparing for Millennial Employee Churn
Are You Prepared for the Millennial Workforce?
See the infographic on what to expect – and be prepared for – with your growing Millennial workforce.