Looking to Hire Millennials? Don’t Reinvent the Wheel



Sean Little

Marketing at FirstJob

Sean Little is the VP of Marketing for FirstJob.com. FirstJob matches current students and recent college graduates with internships and quality career opportunities. Sean also runs FirstJob’s campus ambassador program at campuses across the country, helping students learn marketing topics while connecting them with top brands and job opportunities. You can get started with FirstJob by registering or searching today.

If your company is looking to grow its millennial hiring base, as most companies are, it’s important to think outside the box and utilize a blend of both tried-and-true resources along with more novel, grassroots approaches.

While it’s always important to have a presence on campus and on recruiting sites, leaving it to these two channels alone isn’t enough to make sure you land the best millennial talent. Go a step further and capitalize on the work you’ve already put into vetting and interviewing your newest millennial hires, by using their knowledge and experiences during the hiring process.

Here are three ways your company can think outside the box and leverage millennial hires to improve recent grad hiring:

1. Have them start by working with the recruiting team as an intro to the company:

This has pros and cons. We’d highly suggest letting students know this during the interview process as no one likes first day surprises. This may turn off some recruits, but overall most should be amenable to helping the recruiters to some degree. The plus side of this is it allows the candidates to immediately impart their DNA into the company and also get a good understanding of how the company works, and what they look for, when hiring new employees.

2. Ask your new recruits to give you more info on their “most eligible” unemployed friends:

Employee referrals are the best way to get hired, so don’t reinvent the wheel here. Talk to your recent employees about your company, their own road to getting hired, and what type of situation most of their friends are in. Odds are there are some diamonds that haven’t been picked up yet in their group of friends that you could interview and bring on board. Best case scenario is you have a group that is already closely tied together that can do some great work, and worst case is you don’t hire them but learn more about what millennials are looking for in a job and how they are searching for them and what they know about your company.

3. Develop an employer brand that speaks to millennials:

If your company goes to on-campus events, that’s great. Odds are though these sporadic visits don’t leave a lasting impression on most students or keep your company in the front of their minds. Use your existing millennial employees to help develop an employer brand that resonates with their generation. Consider partnering with a company that focuses on branding and engagement with recent graduates. This helps you keep a constant ear to the streets to know how your company is perceived as well as a helps generate stronger attendance at your campus visits. When competing for top-tier, entry-level talent out of college, it’s important to go to the source and keep your name present in their minds.

If your company is serious about growing it’s millennial hiring base over the coming years, it’s imperative that you develop some sort of system to address it. One of the best ways of doing this is going directly to the source and leveraging current millennial employees in order to have them help you find and select the best talent. Of course this can only go so far so it’s also wise to seek out the help of a company that specializes in branding your company to millennials and delivering the right talent for you to consider.



Employee Referral Program

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Candidate Sourcing