Hiring millennial’s in India

Hiring millennial’s in India

The corporate world is obsessed with millennials right now. The generation come-ups with new business ideas every day, and aren’t afraid to express them creatively.

Breaking all the stereotypes of age as a barrier, millennials are outperforming their previous generations. Millennials, known for being bright and adaptive, are changing the corporate culture, and building up a new society full of practical values.

Who are millennial’s?

Millennial’s or so-called the net generation is the individuals who reached adulthood around the turn of the 21st century. According to Newsweek magazine, the millennial’s were born between 1977 to 1994.

Millennial’s are also named as “echo boomers” due to high surge in the birth rate during the 1980’s and the 1990’s. They are best defined as the generation that has seen the birth of technology and has seen the world emerging out of the great recession of 2008.

The research from the Pew Research Center showed millennial’s are more confident, connected, and open to change in comparison to the previous generations.

Is hiring millennial’s a challenge?

No. Millennial’s are no different than humans, but here are few things you need to take care of when hiring millennial’s in the workplace.

#1 Professional Job Offers

When you reach out to millennial’s to offer a job, don’t just give them a list of duties and responsibilities. Millennial’s don’t like bossy attitude they prefer someone who respect their ideas. So, talk about concrete reasons why you chose them in particular and perhaps give them a ballpark salary range as well.

#2 Flexible Work Arrangements

Millennial’s place a high premium on the ability to work from home. According to a survey by Global Workplace Analytics, one third of the surveyed employees preferred telecommuting option over a pay raise. The increasing trend of remote working has been a successful way of employee retention and employee stress management.

#3 Feedback is Important

The LinkedIn’s Talent Trends Report showed, a 95 percent of millennial’s want to hear the feedback about them after the interview. This seems to be a useless effort to follow up on applicants that have been rejected, but they need the feedback so they can improve for future interviews and, perhaps, when the come back to your company so you can make use of their improved skills and knowledge.

#4 Tech genius

Millennial’s are more savvy with internet and emails. While they like keeping chats informal and casual but friendly. Don’t be hesitated of sending text messages instead of emails or formal letters. However, being more flexible and modern will win hearts of millennnial’s.

Millennial’s grew up with more technology than any other generation. Smartphones, social media, texting, email, IM, you name it. That’s how they’re accustomed to communicating, so become proficient in these areas, as well.

With each passing day, Millennial’s contribute a bigger percentage of the overall working class. A 2016 study by the Brookings Institute showed, Millennial’s will comprise more than one of three adult Americans by 2020 and 75% of the workforce by 2025. Clearly, they are not going away. They’ve only just arrived.

The better that you engage them during the hiring process, the better you’ll be able to retain them as employees.

Tips for hiring millennial’s

No hiring millennial’s is not like preparing for civil exam that you need tips to crack, but yes keeping points in mind would attract young and creative mind. These strategies for hiring millennial’s will be an asset for your growing firm.

#1 Set goals

Demonstrate quickly how Millennial’s can make a significant contribution to the job while they’re there, particularly if you can attach some level of social impact or purpose to the job.

If you want to keep people there past one or two years, show how they can make a solid contribution to the job using what they know. Show how what they do can make a financial impact on the company, or a social impact on the community or another stakeholder.

#2 Opportunities for growth

No one wants promotion right after their first day at work, but showing them the opportunities they grow up to can really bring energy in the employees work.

The human desire for growth is perhaps manifested most in the realm of career. Millennial’s care most about the ability to learn and grow as a professional and an individual. Cater to that human desire we all share and see the challenges of hiring millennial’s vanishing away. Offer your employees opportunities for growth at work, and watch your employee engagement and retention grow, too.

#3 Opinion matters

Experiencing the generational gap in opinions at work is not a new thing, but respect others opinion, take them into consideration. Intolerance seems to be the buzzword of the month. But dealing with different views and opinions while still keeping your cool is the mark of a good colleague.

A ‘my-way-or-the-highway’ approach will not get you far up the corporate ladder. Disagreement should never be mistaken for disrespect. People are allowed to disagree with each other, but that doesn’t mean that respect needs to go out the window too.

Soft skills to identify in millennial’s

Millennial’s living in the era of technology are full of wider knowledge and have groomed their personality better than other generations. While you hire millennial’s you experience the wider variety of self groomed soft skills. As a best practice for recruiting millennial’s, it is important that you check those qualities during interview to help you understand the employee better.

#1 Eye contact

Eye contact reflects the confidence of an employee sitting in front of you. In this fast paced world confidence is important to out show your skills. Eye contact should be casual, so it’s okay to have short breaks in contact every now and then, so long as they reconnect with you, especially when you’re talking. That’s a good sign of active listening.

#2 Interruptions

Interrupting a person is often a sign of poor communication skills. Of course, if a candidate keeps talking and talking, you may have to interrupt. Also not a good sign.

#3 Leadership Skills

While millennial’s may not have the desired management experience you would look for in a leader, there are other ways to identify an emerging leader in the hiring process.

If they took initiative, whether they took ownership of their work, how passionate they felt about the project, if they seemed to work well with others, and if they accomplished a successful result.

#4 Critical Thinking

It’s one thing to know that an employee can carry out their responsibilities under normal circumstances, but you also need to feel confident in their ability to perform under pressure.

How they identify challenges, think on their feet, and analyze a complex situation. If they can’t articulate their thought process or sought direction from a 3rd party, they may not be the self-starter that you need in a critical situation.

Do’s and Don’ts while hiring millennial’s

While every generation has a different agenda and motivation, which can sometimes be hard to manage and maintain equality, its important to keep these points in mind while hiring millennial’s.

#1 Emphasize on job stability

Millennial’s have been shown in the light of job hoppers, however, proving it wrong, a study by Deloitte found that millennial’s are willing to stay longer than five years at work.

Millennial’s, expect personal growth, salary, and perks other than job stability. Employers, while hiring, need to build up trust in employees about job stability and healthy work-life balance.

#2 Highlight the opportunity to learn and grow

Everyone wants to learn new things and grow in life. In order to engage people in your business model, you need to know what drives them. So once you have an idea of what can get your employee out of the bed every morning, then yes you have mastered the act of a great employer and you can tailor your communication in a way that resonates with them.

Around 87% per cent of the millennial’s care about career development when evaluating a job, Gallop’s Millennial workforce study showed.

#3 Help settling into the company culture

It’s important to help every new hire settle into your culturally different workplace. A Glassdoor hiring study showed, 80% of millennial’s look for people and culture fit with a new employer.

Work culture is one of the top five considerations for job seekers of all generations while choosing a company. Failing to infuse this culture throughout your hiring process can make you lose many top candidates.

A cohesive work culture attracts the employees towards the organization. Take the opportunity to explore ways of improving work culture and show people what your company culture is like.

#4 Frame millennial-friendly job descriptions

What is a millennial-friendly job description? Well, do you use the same job description for an executive position that you use for a managerial position? No? Exactly the same way, every generation has different expectations from their workplace.

Millennial’s view the company’s benefits package as a key job evaluating factor and when they don’t find the benefits that matter to them, they’re quick to dismiss the job. It’s important to keep healthcare, flexible schedule, student loan repayment, and other personality development benefits in mind while taking millennial’s into consideration.

It is important to pay attention to the benefits packages because when millennial’s get similar offers, these benefits determine the offer they choose. Remember, even the smallest perk can go a long way. A study on PSI online found that the perks and benefits many millennial’s want are inexpensive and sometimes even free.

#5 Unstructured hiring process

Recruitment is a process that everyone should take seriously. Not only because you cannot afford to hire an unqualified or incompetent employee, but also because your hiring process gives a sense to the job-seeker how mismanaged your firm is. This can result in a highly qualified and potential employee turning down your job offer.

Don’t conduct a disoriented recruitment process, distribute roles accordingly for each interviewer and let everyone be ready for their roles.

Everyone makes mistakes at some point, but preparing for it from the start won’t leave anyone embarrassed. A planned execution portrays an organized image of the company and makes the job seeker feel valued giving his time.

Key takeaways for hiring millennial’s

  • Know the goals of the candidate before hiring.
  • Drive them through your work culture.
  • Explain them their duties.
  • Take their input and give feedback.
  • Set goals and show the opportunity for growth.
  • Gain trust with job stability.
  • The structure of the hiring process is important.

Millennial’s are a great generation of creative people. Every organization wants to hire the right candidates, discussed above are the dos and don’ts you must take care of at all cost when hiring a millennial candidate.

Millennial’s are multi-tasker’s who can do so much beyond their abilities when tested. It is important to enabling them to learn and give them challenging projects to keep them engaged.

Top 9 employee retention strategies

Top 9 employee retention strategies

Employees can be termed as the lifeline of an organization and their contribution is of utmost importance for the growth of an organization. The organizational goals of an organization can be achieved only when the employees of the organization are serious about the goals and contribute efficiently.
When an employee joins an organization a lot of effort, time and money are invested in grooming the employee and the organization would be in a situation of loss if the employee leaves the organization after being trained.

So, every organization has its policies by which it can prohibit it’s fully trained and groomed employees from leaving the organization. These policies are referred to as Employee retention.

What is Employee Retention?

Employee retention is defined as the ability of an organization to retain its employees and maintain a lower turnover rate. Employee Retention can also be referred to as a major HR function of an organization which comprises the task of lowering down the number of employees leaving the organization by incorporating improvisation in the processes of the organization.

In other words, employee retention is the different policies by which an organization can let its employees remain with the organization for a longer duration.

Employee retention is quite important for an organization as there are certain benefits for the organization associated with the focus on employee retention. When an employee stays for a longer time with an organization, then he is an efficient contributor to the organization. If this employee leaves and joins the organization of a competitor, it is a huge loss as this will be of benefit to the competitor now.

When an organization is focusing on employee retention, then it shall be successful in retaining the motivated and trained employees in the organization. This will result in increased productivity and better performance in the organization.

At Koppr, we want to help you retain your top talent. Download the Employee Retention Guide

Why do employees leave?

There are various reasons for which an employee can leave the organization. Some of the major reasons for which your employees will leave your organization are mentioned below.

1. Lack of employee engagement

Employee engagement is quite necessary at workplaces today. If your employees feel they are not involved in the process of achieving the organizational goals, their work or contributions are not valued enough in the organization, the organizational goals are different from their goals; they might feel disengaged. This can become a major reason for your employees leaving your organization.

2. Lack of growth opportunities

Every employee aims at learning new skills, expanding their skill sets regularly and then using these skills for obtaining growth opportunities. If your employees do not get the opportunity for growth and there is a lack of opportunities for their skills development, then they will decide to leave the organization and look for better opportunities outside.

3. Work-life imbalance

The work-life imbalance is one of the major causes for many of your employees leaving the organization. If your employees do not get adequate time for their personal lives and families due to being overburdened with work then it is quite obvious for them to quit the organization. When your employees are working for long duration even on weekends or traveling constantly for work-related activities, it is quite evident for them to be exhausted and look about for other better options outside.

4. Lack of satisfactory raises and promotions

When your employees have a feeling in their minds that the pay raise which the organization is offering them is not adequate in return for the efforts they have put in; they think about quitting the organization. Moreover, many employees also feel they are not being offered proper promotion according to their expectations which can make them think about finding other opportunities outside.

5. Lack of coordination with peers

This is quite common in every organization and a major cause for employees leaving their current organizations. It might be a larger team or a smaller one; anger issues, ego clashes, back-biting, jealousy, retaliation, favoritism, etc. are some of the negative vibes which can compel an employee to leave the organization and look for better opportunities.

6. Bad manager

It is a very common saying that ‘Good employees do not leave an organization, they leave managers’. This is a very true and important reason why your employees might be leaving your organization. If the people skills of the managers in your organization are very poor, they are rude or sarcastic to the team members, do not provide growth opportunities to team members, do not support the team members or play favoritism within the team; in such cases, the employees are quite determined to leave the organization.

7. Unhealthy work culture and rigid workplace policies

The overall work culture of your organization and the policies associated with your organization can be another factor leading to an employee leaving your organization. Mostly, employees look for a work environment that is quite healthy, the managers are friendly and easily accessible, communication is clear and transparent, employees are treated with respect, and employees have flexibility when it comes to deliverable and time of delivery, etc. When the workplace environment is not suitable for your employees, they feel like quitting the organization.

8. No recognition or appreciation

If the hard work put in by your employees is neither appreciated by their managers nor their efforts are recognized; they gradually start feeling demotivated and lose the interest to work hard for the organization. This is when they start looking for other opportunities outside the organization.

9. Bored with lack of challenging work

Many top employees might feel that the work they are doing is stereotypical and boring. Being highly skilled, they might be expecting a challenging and interesting work that they are not able to receive in the organization. So, they lack motivation and resort to leaving the organization.

10. Lack of independence in decision making

This is a common cause in many organizations where the employees do not have the independence of taking major decisions related to work. This usually happens in a large team where the decision making power rests with the senior managers. It is quite obvious for the other team members to feel disengaged and demotivated.

Top 5 reasons to retain your best employees 

As said earlier, employees are the lifeline of an organization and the top-performing employees are the major assets of an organization. Your organization invests a huge amount of time and money in training the employees and grooming them. But, usually, employees after having gained training and work experience tend to move out to other organizations for better growth prospects, benefits, ambiance, etc. This stands as a huge loss to your organization and so, it becomes quite necessary for you to focus on retaining the talented and top-performing employees.

The major reasons why it makes sense to retain the top-performing employees in the organization can be listed below.

1. Recruitment of the right employee with the perfect skill set is a difficult task

Recruiting a new employee who is hard-working and even a top-performer is a difficult process. The HR has to shortlist a few profiles from a large pool, carry out interviews, negotiate with the candidates, look after other formalities while joining, etc. Then again, the new hire has to be trained and groomed to cope up with the organization’s policy. This is a long and inconvenient process which makes retaining talented employees quite important for an organization.

2. Training is time consuming and expensive

Grooming and training the employees involves a lot of effort, time and money to be invested by your organization. After your employees become proficient and start performing quite well, if they plan for leaving your organization then it would be a huge loss for your organization. In such a case, you will have to put in efforts to retain your top-performing employees to avoid incurring such losses.

3. De-motivation of other employees

When your top-performing employees leave your organization, it is quite evident that they will look forward to opportunities with your competitor and join them. This will be a loss for your organization. There are many incidents even in which the past employees reveal certain information, statistics, and secrets related to the organization in front of the competitors. So, this can be avoided if you retain your talented employees in your organization and even make strict policies for non-sharing of any information with other organizations even when your employees leave your organization.

4. Performance takes time to reach its peak

Even if you hire new employees in place of your top-performing employees, they will take some time to be trained, understand your organization’s work culture and perform at the same level as that of your past top-performing employees. So, this will be a loss in disguise for your organization and can be avoided by retaining the top employees of your organization.

5. Talent attracts ideas

Moreover, it is the need of every organization to have some talented and top-performing employees who can bring some new creative and different ideas. It would be difficult if all the top-performing employees of an organization quit the organization. So, it becomes essential to retaining the top-performing employees of the organization.

Top 9 employee retention strategies

Let us list down some of the important employee retention strategies by which you can retain your employees with your organization.

1. Show your employees the benefits

As said earlier, money is one of the important factors which cause an employee to leave the organization. When your employees are not satisfied with the money you are paying them, they will look for opportunities in other organizations.

You need to understand that money is one of the best motivations to keep your employees intact in your organization. You should offer fair and adequate appraisal to your employees. If the appraisal obtained is satisfactory, your employees are satisfied and would remain with your organization. You can also implement other methods to monetarily reward your employees such as benefits from insurance, investment options into stocks, etc. This employee retention technique will make your employees feel satisfied and hence they are retained in the organization for long.

2. Career Path: Provisions for growth of employees

Mostly, every employee has an aspiration to learn new skills and have a career growth. They keep on looking for these opportunities and if these are not available with your organization, they tend to leave your organization and join new ones.

To retain your employees, you should encourage them to learn new skills and growth career-wise. Various training programs like online training, classroom sessions can help your employees learn new skills and feel satisfied. You should encourage your employees for cross-functional training as this will help develop new skills and can open up opportunities for bigger roles within the organization.

3. Obtain a head start by right recruitment from the beginning

You need to hire the right people from the beginning itself. This is feasible when you ask them in detail about their passion and aspirations. During the hiring process, you can elaborately discuss with the candidate about his accomplishments, why he wants to get into that particular role within your organization, his strengths, and weaknesses, his career plans, etc. With these discussions, you can very well know about his work tenure with you and then you can determine about his training, grooming plans.

4. Create a favorable and encouraging work environment

Workplace environment and the organizational work culture are two major factors which your employees can consider as a cause for leaving your organization. The work environment of your organization should be friendly and your employees should not feel stressed before coming to the office. Open communication, fair behavior, supportive management, strong ethics, etc. are some of the features which your employees will seek at the workplace. If they are provided with this type of favorable work environment, then they will remain with your organization for a longer duration.

5. Help your employees maintain a healthy work-life balance

In today’s world which is highly competitive, every person is struggling hard to maintain a work-life balance. Your employees have a life outside the workplace even and you as an employer should understand and respect this. If your employees are always overburdened and stressed due to work then they would gradually lose their interest and start looking for other opportunities outside.

You should understand that the personal space of your employees should be respected. Allowing your employees to take off from work, vacations, work from home provisions, leaving early on special occasions, etc. can help them maintain their work-life balance and stay with you longer.

6. Create and retain good managers in your organization to have good employees

As said earlier, people do not quit organizations; they quit managers. Good managers are a necessity in every organization. When managers are good, friendly, communicative and supportive people will want to work with them for longer.

You should ensure that the managers in your organization do not just understand technicalities but also understand people’s skills. They should know how to understand the problems of those reporting to them, motivate them, encourage them for their career growth, communicate with them and support them whenever needed. This will help your organization in retaining its employees for longer.

7. Promote the company’s rewards and recognition programs

This is very necessary at the workplace and its absence is one of the main causes behind attrition. Many employees feel that their efforts and hard work for achieving the goals are neither recognized nor appreciated. They lose the motivation to work harder and put in their efforts. This leads to attrition in the long run.

Your employees should be made very clear about their responsibilities, their goals and they should be appreciated for their efforts. Nothing can be more motivating than obtaining rewards for the hard work done. You can introduce rewards like ‘the extra mile’ award, ‘project star’ award, ‘pat on the back’ award, etc. for your employees to make them feel motivated. This can act as an excellent employee retention technique.

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8. Create an environment where your employees have the freedom to share their opinions freely

Many employees will have several problems and issues within the organization. But there are very few who get the opportunity and the platform to share their opinions and speak about their problems. This accumulates a lot of resentment in the minds of employees even while they are leaving the organization.

Your organization should have such trustworthy forums or platforms where your employees can express their views, opinions and speak about their issues related to any topic within the organization. This would help them in finding a solution to their problems.

9. Create a healthy bonding at workplace

Workplaces are formal places and every person is concerned about his task. The communication happening at workplaces are also quite formal. You should try to make initiatives for making your employees friendly with each other. Cricket matches, pot luck lunch, team outings, etc. are some of the methods by which your employees can start bonding with each other personally and feel happy when they are at their workplace.

Need more employee retention strategies? Download the Employee Retention Guide

Myths and realities related to employee retention

There are some myths and realities which are related to employee retention and are quite popular as well.

Myth #1: Hiring and retention of employees are not co-related

Fact: This is not true as while the recruitment process, the recruiters will select those candidates who are a perfect fit and are less likely to leave the organization. Then the grooming and training of these candidates will increase the retention in your organization.

Myth #2: Money is the most essential reason for which employees leave an organization

Fact: Money is one of the major reasons why your employees will think about leaving your organization. When your employees feel that the money they are being paid is not adequate, they would plan about leaving the organization. However, if your employees are paid with the amount that aligns with their expectations then there are other factors like work culture, lack of growth prospects, lack of manager support, etc. which can become causes for leaving the organization.

Myth #3: When you are training your employees, you are training them for another employer

Once a CFO had asked the CEO, “What if we train our employees and they leave?” to which the CEO had replied, “What if we don’t train our employees and they stay?”

Fact: Training your employees, grooming them and making them proficient make them more presentable for the market but at the same time, it will help in reducing retention in your organization. When you are training your employees and making them good performers, your employees feel satisfied and can remain with your organization for a longer period.

Myth #4: You should not be worried about retention while organizational change

Fact: Organizational change is an accurate time when you should be worried about retention. Suppose in the case of merging or acquisition in your organization, some of the jobs might be cut due to several economic factors; many employees tend to leave the organization voluntarily. This might happen as they do not find their job security.

Myth #5: When top-performing employees want to leave the organization, you cannot stop them

Fact: It is quite true that if your good employees want to leave your organization, they are free agents and have the liberty to do so. However, it’s the organization that needs these top-performing employees and should maintain such a workplace environment so that these employees do not leave the organization.

In conclusion..

Your employees are the basis of your organization and they should remain with the organization. Employees leaving an organization cannot be eradicated but the probabilities can be lowered by giving importance to employee retention in your organization. When your employees are happy, satisfied they will remain with you and be putting in their hard work for the organization and its goals.

You can ensure that your employees remain with you by understanding their problems, making them feel that you care about them and following effective employee retention strategies in your organization.