Millennials have a different way of looking for work as well as doing it, that is why companies must have a good leadership and recruitment strategy.
The process of hiring people in a company is extremely important, so their optimization is paramount, so having a good strategy to recruit millennials and improve the leadership of this generation at work are key points for any company.
For the company Yello, a leader in talent acquisition management in rapid growth and leadership, the professional career that presents this particular job for people seeking work is one of the most important factors, even above the salary.
“The professional career is a code for an important job, intellectually challenging,” said Jen Meza, vice president of people at Yello. In addition, according to Meza, it is necessary that people who work in a company know how to lead teams and projects. “We have to show our people how to expand their influence, even if they are not managing a team or controlling a budget.”
As for leadership, as explained by Yello CEO Jason Weingarten, “leaders are often in survival mode; They do not have time for the development of employees. On the contrary, large companies are becoming adept at explaining how they help recruits grow professionally. “
But now the tables have been changed, and while previously it was expected that the employees would do what the managers asked them without asking, with the arrival of millennials this dynamic has changed.
“Today’s new hires are thirsty for transparency. They want more information without filtering, and they will not necessarily take it for their nominal value, “Meza said. This is because the generation of millennials has grown up in an environment in which news and authority figures are treated with skepticism.
“If an employee repeatedly asks for more information, the leaders need the reason behind the question. There is often an unspoken concern behind the request that a manager can address directly, “said Meza.
This has led to greater participation in decision-making, and cooperation in solving problems and thinking together. As Yello’s sales manager, Caleb Frankel, says, an excellent practice is to involve multifunctional teams at an earlier stage of the development process, something that led Yello to “a lower setback and a better product”.
But the primary difference that millennial employees have with previous generations is that, in Weingarten’s words, “they get to work completely”. That is, according to the CEO, millennials put more passion in their work and their organization.
For the CEO this is the main key to the success of the companies, and that is why leaders who were used to managing people and who were guided only by the final results should change their vision completely.
So, according to Frankel, “if you do it right, you can take advantage of the passion, talent and energy of these younger employees, and that’s a very powerful advantage.” That is, the people who lead projects and companies must learn to squeeze everything that millennials are willing to contribute to companies.