Digital Transformation Through Agile Delivery
IT Agility AbilityTM
Digital Transformation Through Agile Delivery
IT Agility AbilityTM

Recruiting and retaining Millennials

By . December 20, 2018
The much talked about Millennial generation poses an interesting challenge to employers. Often criticised for their sense of entitlement, IT professionals born in the 80s and 90s have faced an exceptionally tough job market, unprecedented levels of university debt and escalating property prices that mean the dream of home ownership could remain just that.

So what can employers do to recruit and retain this highly ambitious, high performing and sometimes high maintenance generation?

An obvious first step is to be visible on social media. Employers should have a presence on social networks like Facebook, Twitter, YouTube and LinkedIn to raise awareness amongst Millenials and attract this new generation of employees. For IT professionals who have grown up with social media, companies that are absent from the world of social networking may as well be absent from the real world too.

Next, be aware of what Millenials are looking for from their next role. Salary packages are of course critically important, but younger IT professionals are increasingly seeking meaningful work and attach great value to an organisation’s culture and values. Keep this in mind during the recruitment process to ensure you effectively communicate what it means to work for your organisation.

Finally, think long-term. This may at first seem contradictory to the ‘throwaway’ attitude associated with Millenials, but this generation wants employers to engage with their aspirations and to help them achieve long-term IT career goals. Millenials will often move on if they don’t feel like they are being listened to, challenged or given enough responsibility. Employers can boost retention levels through regular and open dialogue, constant feedback and fresh new challenges. Effective mentoring programmes can play a valuable role here and by giving Millenials a voice and space to grow and develop, they are more likely to contribute to an organisation in the long-term.



Who We Work With