1. Throwing Money at Them: Millennials are motivating by many things, not just compensation levels. In fact, for most millennials seeking work, job satisfaction and overall interest are more important than benefits and other compensation features. In other words, raising the level of pay or associated bonuses is no guarantee of attracting more talented people. Recruiters need to go far beyond compensation to impress millennials: Focusing on how the job benefits them as a person may well be the deciding factor for the best and brightest.
2. Making Empty Promises: Generation Y has an excellent ear for “marketing speak” and empty promises designed to attract applicants. After being surrounded by this kind of talk their entire lives, millennials are less than impressed. Cheap recruitment tactics will turn this age group away and leave you with the dregs. Instead, be completely honest and upfront with job seekers, and avoid any hint of duplicity or a “by the numbers” approach.
3. Taking Them As-Is: Millennials may be talented, inexperienced, eager, and any number of other things. But one thing is sure: They will change as their work experience grows. It may be a mistake to hire based on talent, rather than hiring a millennial who is eager to learn and teaching them what you need. Likewise, hiring the most experienced millennial may not give you the best results. The reverse lesson is also true: Millennials dislike jobs that do not offer opportunities to learn and grow. Make it clear that you will train them to adopt new skills and improve.
4. Expecting Them To Understand Your Point of View: Remember, millennials have relatively little experience in the job market, and they have no experience in the job market the way it was a couple decades ago. Their perspective and yours will probably not line up in many areas. If you do not explain your point of view, they may not understand what you expect or how the business looks to you.
5. Requiring Them to Stay at Your Company to Receive Bonuses: Millennials love to move around, both physically and in their careers. They tend to be self-sufficient and willing to try new things. Do not expect them to stay at your company for years, and try to avoid structuring benefits to coincide with tenure rather than performance. Likewise, do not underestimate a millennial because they have job-hopped a lot in the past. When they find something they love, they will be willing to stick with you.
6. Not Challenging Them: Millennails rarely know how much they are capable of. Help them increase performance by challenging them to achieve excellence.