Millennial workers in coffee shop

Millennials make up a huge percentage of the U.S. workforce—about 1 in 3 workers today falls into this age group. And millennial employees are even more prevalent in hourly workforces. In fact, more than half of Snagajob’s 80 million registered hourly workers are millennials. With that number continuing to grow, smart employers know that attracting and empowering millennial workers is key to a successful recruiting strategy.


By 2025, millennials will make up 75% of the total U.S. workforce.

We tapped into data from our 2016 ‘State of the Hourly Worker’ survey report to uncover the insights and trends in millennial attitudes toward work. Here are the top 5 things that hiring managers, recruiters and HR leaders can do to attract millennial workers in a way that speaks to them.


5 proven tips for recruiting millennial workers

1. Optimize for mobile job searches

90% of millennials search for jobs on a phone, yet only around half of job applications are mobile-friendly. If your job postings and application aren’t easy to find and apply to from a mobile device—or worse, not online at all—there’s a good chance that your jobs aren’t being seen. For every 100 people who view a non-mobile-friendly job application from their phones, only three will complete it.


2. Shorten your application process

Even if your application process is mobile-friendly, you also have to consider the total length of your application, or time to apply. This includes any steps like assessment tests, tax credit questions or any other candidate pre-screenings. Applicant drop-off rates spike when the process is too lengthy or complicated—even when millennials are extremely interested in the opportunity.

Pro Tip: Put yourself in the job seeker’s shoes and go through your company’s hourly job application process yourself. Getting a feel for any tension in the process can help you refine your candidate experience.


3. Make communication a priority

Millennials like to be plugged in, so let them know if they got the job or not. Nearly all job seekers (92%) want to hear back from an employer after submitting an application, even if they didn’t get the position. In fact, NOT hearing back from an employer at all is hourly job seekers’ #1 frustration.

Keeping candidates updated on their application status helps you maintain a positive brand impression—both with applicants and your customers. Millennials are more likely to share their brand experiences online and with friends and family; a negative hiring experience could have a real impact on your brand’s recruiting, reputation and customer-referral traffic.


4. Optimize your job postings

Here are a few best practices to keep in mind when writing your job descriptions and postings that can help your brand recruit millennial workers.

  • Name the location and hours—Millennials are more concerned with a job’s location than anything else. They ignore the 20% of postings that don’t include an actual address in the job description. Be sure to list the hours, too—things like commute time, child care and other commitments play a large role in the decision to apply.
  • Stay relevant—Job seekers like to assess each job posting quickly to see if they’re qualified and if it’d be a good fit. Since people typically scan from top to bottom, keep the important stuff, like job qualifications, at the top.
  • Keep short and sweet—Keep the job description concise and to the point. Mobile devices favor shorter descriptions and so do potential employees.
  • Mention guaranteed earnings—If you know the average pay and hours for a position—especially if you can guarantee at least 20 hours/week, promote that. Millennials want specifics on their commitments and what they can expect to make.
  • Don’t sell your brand—Millennial workers care more about what the job actually is than what brand they’ll be working for. Keep job postings employee-focused.


5. Reach out with more than mobile

Even if your application process isn’t mobile-optimized yet, your organization can still attract millennials by getting personal. Here are some other millennial recruiting strategies that can help you stand out.

  • Encourage referrals—Encourage current employees to refer their friends and tap into their networks. Bonus points for incentivizing new hires that came from a referral.
  • Get on their level—If you recruit at student job and careers fairs, send an employee who went to that school and is now in a successful role at your company. Introducing millennials to like-minded individuals will make them feel like they’d be a good fit for your company.
  • Promote your culture from the inside out—Introduce candidates to current team members during the interview process. Giving them the chance to meet the team helps them get a sense of your company culture.
  • Sell yourself—Consider the top three things you want a job candidate to remember after interviewing with you and communicate these to both potential hires and your staff.


Start hiring millennial workers today

A solid strategy for recruiting millennial workers is crucial to success in today’s hyper-competitive hourly job market. Mobile recruiting solutions like Snagajob’s can help you address many of these tips and instantly implement a millennial-friendly hiring process that maximizes your application flow, candidate quality and overall employee engagement.