{"id":15547,"date":"2022-09-19T09:00:13","date_gmt":"2022-09-19T16:00:13","guid":{"rendered":"https:\/\/www.knowledgecity.com\/blog\/?p=15547"},"modified":"2024-04-02T10:12:48","modified_gmt":"2024-04-02T17:12:48","slug":"how-to-hire-millennials-that-fit-your-company-culture","status":"publish","type":"post","link":"https:\/\/www.knowledgecity.com\/blog\/how-to-hire-millennials-that-fit-your-company-culture\/","title":{"rendered":"How to Hire Millennials that Fit Your Company Culture"},"content":{"rendered":"

How to Hire Millennials that Fit Your Company Culture<\/b><\/h2>\n

Recruiters frequently face two simultaneous goals for company growth: Hire more millennials and young workers with high potential for growth, and make sure that new recruits are a good fit for the company culture.\u00a0<\/span><\/p>\n

This is especially important for millennials, who are expected to represent <\/span>around 75% of the workforce by 2025<\/span><\/a>. They are also far more likely to hop between jobs than previous generations <\/span>according to Gallup studies<\/span><\/a>, and are more likely to change jobs because they do not agree with company values or culture.\u00a0<\/span><\/p>\n

So how do HR and associated recruiters find millennials that are a great fit for the company to ensure retention and a healthy workplace? Let\u2019s start with some important definitions.<\/span><\/p>\n

\"Smiling<\/a><\/p>\n

What is \u201cCultural Fit\u201d?<\/b><\/h3>\n

Cultural fit refers to the values, priorities, beliefs, and behaviors of the employer vs. the employee, and how well they match. A good culture fit means that the employee already agrees with the values and beliefs of the company they are working for.<\/span><\/p>\n

A bad cultural fit means that employees have significantly different outlooks compared to the company \u2013 and that\u2019s a warning sign for millennials in particular.\u00a0<\/span><\/p>\n

The Gallup studies we mentioned above report that only 29% of millennials report they are engaged at work, while the rest feel emotionally and behaviorally disconnected. And 16% are actively disengaged, which makes it likely they are doing damage to their organizations by staying there.<\/span><\/p>\n

What exactly are millennials unhappy about? The \u201cculture\u201d part of cultural fit is a broad term that can refer to communication styles, company events, what gets mentioned in emails or memos, meeting structures, how employees treat each other, what type of work\/life balance is encouraged, and so on.\u00a0<\/span><\/p>\n

It also refers to things that businesses are <\/span>not<\/span><\/i> doing, which can include not recognizing certain holidays, not helping the community, not adequately compensating employees, and not prioritizing diversity or equality.\u00a0<\/span><\/p>\n

Tips for Hiring for Cultural Fit<\/b><\/h3>\n

Hiring for cultural fit creates several risks. It can encourage unconscious biases in the hiring process, and lead to interviewers basing their decisions on personal connection to the applicant, rather than how well they will fit with the company as a whole.\u00a0<\/span><\/p>\n

Over time, focusing too much on cultural fit can also create a workplace that lacks diversity and new ideas, and is unable to adapt to changing times.<\/span><\/p>\n

This doesn\u2019t mean recruits should <\/span>avoid<\/span><\/i> considering cultural fit. Cultural fit is still a good metric for focusing on retention and recognizing if applicants simply won\u2019t be happy at a company. But it should be used appropriately.\u00a0<\/span><\/p>\n

Here are few examples of what to keep in mind:\u00a0<\/span><\/p>\n