Millennial Hiring Part 4: What to Avoid

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In the last week’s article, we shared a few points to keep in mind when considering hiring Millennials, given by’s Evan Burns. Looking at the flipside, Burns offers up what you should avoid where Gen Y is concerned.


Think millennials will join your company if time = seniority. Position your company by showing that the only limit to growth is based on results, and show examples of success stories in your organization, too. If those results are clear it puts the responsibility on the individual to perform. If employees are confident from day one, they will take responsibility for the results internally.

Be fooled that millennials are wooed by fancy perks. Purpose, cultural fit, and mission dominate all. There is a reason that people will sleep on disgusting couches in hole-in-the-wall apartments to start companies or to campaign endlessly for a politician they love.

If a candidate chooses you because you have better food, a fancier game room, or a nicer office, watch out–because you know where their loyalty lies, pretty soon it will be at the shiny new place down the street.

Build a rotational training program. Recently, large and small companies have been building rotation programs that last for a year or two with a promise of a more senior position after the program is completed. These have seen some success with recruiting strong talent, but the best talent usually leaves because they are going to find a mission they can commit to instead of a vague opportunity to join some mission after a year or two of wandering.

If you spend time on what matters and avoid the easy traps like the ones listed above, you’ll build a team of limitlessly committed individuals functioning as a team that will run through walls for the organization.

Hiring in general, let alone with a focus on potential for longevity, has become extremely difficult. Not because of the purported fickleness of Millennials, but simply because HR professionals are in uncharted territory. It’s safe to assume that every generational change has forced a shift in the way organizations hire and retain talent. However, many would venture to say that hiring a generation that has never known a time without the internet adds an extra layer of difficulty to the task. As with any challenge in business, the best way to overcome is to get educated. With that in mind, stay tuned for next week’s article on hiring Gen Y women.


Traci Kingery, PHR is an HR Professional and freelance writer based in the Midwest, specializing in immigration and talent management. When she’s not improving unemployment, she keeps busy with her husband and four children.

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