By 2025 a huge three quarters of the Australian workforce will be made up of the millennial generation.
Whether you like it or not, over the next few years you will be recruiting employees who cop a bad press on a pretty regular basis.
Growing up during the new age of technology millennials are seen to be lazy, overly confident and spoilt. With a seeming reliance on social media, mobile phones and instant access to information, they are frequently criticised by older managers and colleagues.
But the qualities millennials can bring to a role are often underappreciated.
Millennials are actually the most qualified of previous generations. According to the Australian Bureau of Statistics, in 1976 30% of 18-34 year olds had gained a non-school qualification, compared to 52% of the same age group in 2011. Only 5% of young adults had a bachelor degree or higher in 1976, with a massive increase to 26% in 2011.
When hiring these young adults, remember they have been educated in a world of computers and up to date information. They can adapt to new ways of doing things, and will almost certainly have ideas on how to save time and increase productivity.
Their self-confidence means they are pushing harder to succeed. Millennials are ambitious and want to progress in their career.
But with this you will come across so-called “job-hoppers”. Millennials are renowned for only working in one place for a year or two before moving on to the next place.
According to the 2016 Deloitte Millennial Survey, two in three millennials in employment want to leave where they work by 2020.
Why? Not necessarily because they’re bored and lazy. But because they feel like they aren’t being supported or encouraged enough.
If you have a job-hopping millennial as a candidate it could be a sign they are eager to keep moving forward and they just didn’t have the room to grow before.
Encouragement is a big factor for millennials, as is the right mentoring to help them progress. Not having feedback and support can lead to disengagement and a lack of loyalty, leaving employees looking for somewhere else to go.
It is not about managers having to spend all day praising their new employee or giving them more attention, but it is about understanding what millennials can do and how to go about enabling them to be their best. It is up to you to build the next generation of business leaders, and these millennials are the ones filling those shoes.