Looking for young techs for your shop? Make sure you’re offering what millennials are looking for.
If there’s one industry topic that gets the most coverage, it’s got to be the driver shortage. One of the current suggestions is lowering the age requirement for long-haul drivers, allowing 18-year olds to obtain a CDL that would permit interstate driving. But it’s not just the driver shortage that’s an issue for our industry. As we all know, the tech shortage is one we also have to face. So, whether for drivers or techs, the big question is, how do we attract millennials?
One thing we know for sure is that what used to work when it comes to recruiting doesn’t necessarily work with the millennial generation. As part of NationaLease’s partnership with Universal Technical Institute (UTI), I am privileged to serve on UTI’s Program Advisory Council. At our last meeting, we had a discussion between the employers and a panel of students. I asked the students to name the one thing they were looking for in a job opportunity upon graduation. The answers may surprise you….mainly the fact that money was definitely not the most important thing. So what is? According to the students we spoke to, they include:
- Being a part of something bigger than themselves
- A sense of camaraderie
- A team environment
- An employer who shows they care and are willing to train people
- A good supervisor
- A chance for advancement
- A place where you can feel like part of the family
These responses are right in line with what many recruiters are finding out about millennials. And considering that by 2020, millennials will comprise more than 50% of the projected workforce, finding the right combination to attract these workers couldn’t be more vital to a company’s productivity.
So how do we, as employers, appeal to this generation? Rather than focusing on salary, focus on the entire compensation package. Millennials value their time and benefits like family leave, vacation time, and flexibility matter greatly. This generation is looking for a “home” when it comes to working for a company, but “home” should also include support for professional and skills development as well as a focus on opportunities for advancement. These should be spelled out as specifically as possible…and they need to be true. If you’re fudging the facts that will become apparent only too soon and millennials are more likely than past generations to leave a job where they are not happy. That can result in significant costs in time and training replacements for your company…and since time is money, these costs can go directly to your bottom line.
You also need to recruit where millennials are most likely to look and that isn’t your company website. A LinkedIn survey found that millennials search most on online job boards (72%) and social professional networks (62%). Just over half (52%) search for a job on a company’s website. And since 72% of millennials use their mobile devices to search for jobs, you need to be sure your company’s presence is felt there.
With a little focus on what matters most to millennials, and some effort toward having a presence where they can find you, attracting millennials may not be as hard as it seems. And it can be at least part of the solution to the challenge we are all facing.