Connect With the Millennial Generation: Embrace Recruiting Technology

Connect With the Millennial Generation: Embrace Recruiting Technology

How can you use technology in your recruitment process to attract young, tech savvy employees? We take a look at why and how technology should be used in HR.

Technology and millennials go hand in hand, just like young people and their smartphones. This means that when recruiting candidates in this demographic, which by 2020 will make up around 50% of the workforce, companies need to ensure that their HR departments are using technology to optimize recruiting and reflect their brands.

Millennials and Technology

Acquiring top talent and keeping it, especially among the X and Y generation employees, is essential to sustainable growth in business. Dave Vanheukelom, general manager of HCM applications at FinancialForce.com, a cloud ERP company backed by Salesforce, told Fox Business that “Millennials are tech affluent”.

This demographic is highly accustomed to using technology in their everyday lives, and if a company isn't using technology in their recruitment processes it could reflect the wrong image, leading to “questions about how sophisticated the company is.”

For the average Millennial, technology is clearly an essential part of working life. According to Forbes, employees are requesting to use their tablets and smartphones in the work place to collaborate with colleagues and provide feedback.

A report by Microsoft, which surveyed 9000 workers across 32 countries, reveals that 31% of employees would be willing to spend their own money on a social media tool if it made them more efficient at work. This means that the recruitment process to find these employees, as well as the brand that it represents need to reflect this integration of technology.

Small Business Challenges

Dave Vanheukelom also says that many small to midsized businesses aren't up-to-date on technology, relying on manually intensive HR processes that waste time and money. Millennials expect companies to make use of technology for recruitment, engaging and interacting online. Not doing so could mean missing out on a lot of potential talent, while also doing a disservice to the brand they portray to potential employees and the public at large.

HR departments in small businesses often face efficiency problems because they get overwhelmed with the manual tracking and processing that automated systems would otherwise easily be able to manage.

Vanheukelom suggests that an integrated solution is the best answer to HR management. A system that can be expanded as the company grows has the capacity to handle the change that comes with expansion. He advocates FinancialForce.com's Human Capital Management technology as a good example of software that can facilitate and manage such growth.

Social Media and Job Portals

Software like this can be expensive, and small businesses often don't have the budget for it—and this is where social media steps in. Sites like Linkedin and Monster.com serve as free online platforms for recruitment and brand promotion.

Mobile

According to SmartCompany, a Robert Walters Employee Insights Survey, which interviewed more than 400 people, found that 85% of Gen Y job seekers use their smart phones when on the job hunt. Forbesalso reveals the stats from a survey conducted by Glassdoor.com that found that 43% of job seekers research their prospective employers and job using their mobile device just 15 minutes before their interviews.

Amanda Lintott, Director of the recruitment company Career Driven, says the trend isn't surprising, and even supposed that the numbers would have been higher “not necessarily to apply for the jobs, but to look for them.”

Technology to Reflect Culture

Dave Vanheukelom says millennials want to work for a company that provides a good work-life balance and a collaborative environment, and using technology in the recruitment and hiring processes reflects this culture, that millennials find attractive.

However, businesses need to establish exactly what their culture is both externally and internally before making the plunge and going fully online using software and social media platforms. Millennials will be “looking at the branding of the company on and offline, but mainly online,” says Vanheukelom.

“The mistake that small businesses make is that they look at HR in silo. They’ll say they need to upgrade recruiting without looking at the greater picture,” Vanheukelom says. “Having the best recruiting tech won’t help you retain employees if the initial impression during recruitment doesn’t match all the way through [the pipeline].”

Forbes reports that 47% of millennials say a prospective employer's online reputation matters as much as the job it offers, according to a survey by Spherion Staffing.

Businesses can use technology for HR processes to provide a “system of record and engagement,” improving the whole system while also attracting millennials through a media they understand.