How to Hire Millennials for Your Franchise

By Adam Robinson,
May 20, 2015

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Millennials, Generation Y, Nexers – whatever you want to call them, those born between 1982 and 2000 are rapidly populating the workforce. By 2025, Millennials will make up about 75% of the workforce, meaning that in 10 years many of them will be employed by your franchise.  However, the millennial generation certainly differs from previous generations. Millennials have different attitudes and needs than those that came before them – they are career-driven, entrepreneurial and independent, so convincing them that your opportunity is the best option for them may not always be easy.

Today, Hireology is here to offer ways to find and retain the best millennial candidates for your franchise. 

Getting Their Attention

You should start by recruiting millennials while they are in college. Millennials are a group that wants to have a running start right out of the gate. Many of them are involved in extracurricular clubs and organizations and want to graduate knowing that there is something waiting for them.

The hiring landscape has changed and companies are now beginning to fight for the candidate’s attention instead of vice versa. Besides using channels that you know millennials are using such as social media platforms and job listing sites, consider taking it a step forward and literally coming to them. People in your organization should be traveling to college career fairs and connecting with millennials face-to -face. Perhaps, start working through career centers and student professional clubs to offer an internship program- giving them a hands-on experience with your brand.      

Finding a Good Fit

Now that you’ve found them, it’s time to see which ones are the best fit for your franchise.  

The best way to find out more about who they are is by talking to them. Millennials are generally a candid group and willing to share their opinions and values. Find out how they would approach the job and what they want out of their career. If their vision matches your franchises’ philosophies, then they are definitely a candidate worth pursuing.   

Another approach we recommend is to test them, literally. To find out more about what they think and what they know, attach a personality or skills assessment test to your application to easily screen out Millennial candidates that don’t quite fit your franchise’s needs. Assessments allow you to measure skills and traits to let you see beyond a one-page resume or a 30-minute interview. The assessments will provide you with hard data to help you decide which candidate if the best fit for what you’re looking for.

Keeping Them Happy

Now that you have found the right fit, the tricky part is keeping them from moving on. Unlike earlier generations, millennials are very comfortable job-hopping. According to Forbes, 91 percent of Millennials expect to stay in a job for less than three years, significantly less than the 4.6 year average for older employees. The best way to improve retention is for your franchise to offer things that millennials want. Incentives like flexibility regarding hours, an environment that provides a reasonable work-life balance and a willingness to listen to their ideas are appealing to millennials. Creating an atmosphere where they feel comfortable and valued is the key to keeping millennials from job hopping.  

Is your franchise thinking of hiring a millennial employee? Hireology is here to help streamline the process as well as help make it more effective. With tools for background checks, personality assessments and interview scorecards, Hireology provides your franchise with the proper infrastructure to make sure you find the right addition.

For more information on how Hireology can help your franchise system’s hiring needs, contact us today.

About the Author

Adam co-founded Hireology with the mission to help growing companies make better hiring decisions through data and better technology. Adam is passionate about entrepreneurship, donating time to a number of organizations that support the entrepreneurial cause. Adam completed his undergraduate study at the University of Illinois at Urbana-Champaign, and received his MBA from DePaul University in Chicago, IL.