Hiring Millenials? Forget the “9-to-5” Workday!

Jul 29, 2016

Do you want to attract upbeat, productive and dedicated echo boomers or millennials – those young job hunters who started on the employment market in the 80’s? Then you’d better be informed of some vital selection criteria they are looking for, which are NOT what you would expect. The young generation workforce is definitely driven by specific motivations which, if not understood, will make you despair and frustrated when you realize no one of them would even respond to your job postings and advertisements.

Here is what you need to know in order to tap into generation Y: the fastest growing – and most available workforce on the employment market: (1)


It is estimated that the traditional workday schedule will soon be the exception rather than the rule. The key word for millennials has become flexibility; and more small businesses are allowing employees to work odd hours, telecommute and otherwise tweak the usual 9-to-5 grind.

The Business and Professional Women’s Foundation estimates that by 2025, 75% of the global workforce will be Gen Y. As early as 2015, this group of younger Americans was comprising 60% of the employees at some big companies. And increasingly, smart businesses are developing workplace-flexibility programs; not just because young employees are asking for it, but also because it makes good business sense.

Millennials are pushing for this change because they simply do not want to have to work in the same environment their parents had to. New technologies, virtual offices and global workplace dynamics have naturally lead many companies to implement flexible work possibilities.

Many business owners now realize that they need to accommodate young employees’ personal lives if they want to retain them. By understanding Millennials’ desire for more flexibility at the workplace, they are better able to recruit and grow young talent for the future.


According to Cisco in their “Connected World Technology” report, Gen Y applicants won’t accept a position if they can’t access Facebook. More than half of them would prioritize social-media freedom over a higher salary when evaluating a job offer. Furthermore, more than half say the Internet is an integral part of their lives. Gen Y’ers wants to be connected to their friends and families, not just their co-workers, throughout the day. Although some companies ban social media at work, other companies have embraced it as long as employees use it professionally.



Millennials value workplace flexibility over more money. 

More than one-third (37%) of Gen Y workers would take a pay cut if it meant more flexibility on the job. Flexibility motivates them to be more productive and loyal to their companies because they feel like they are respected. An employer that allows flexibility in the workplace also demonstrates that it understands the evolving modern-day work environment, which bodes well for the future.

After interviewing thousands of people, we have been able to observe that over 67% of people who are looking for a new position actually select a new one which does NOT offer a higher salary. It is well known today to professional recruiters that the working environment is far more important than the offered monthly check. In fact, about 37% of all applicants who pass through our pre-selection process select a new position that offers less money – at least in the first three months.(2)

Of all the criteria used by Millennials to select a new position, money comes fourth –behind (in the order of importance): workplace flexibility, friendly environment and work-life balance opportunity.


We are all connected to our jobs through technology. 

Technology has made the traditional 9-to-5 model old-fashioned — for employees of all generations, really. No one is ever out of touch or off the clock. When we go home, we are still working. We are always representing the company, no matter what hour of the day. Work e-mails do not stop arriving in your inbox after working hours.

Gen-Y’ers are particularly sensitive to a company’s familiarity with high tech. And the first level of judgment – when they think whether or not they should visit you for an interview is long before they submit their resume. Over 90% of today’s applicants will check your company out on Internet, on your website and on all social media. If you seem to be invisible on the net, most of them will not bother.

In concluding, keep in mind that hiring is marketing: if you want to attract a lot of good applicants, you need to understand what the majority of them is looking for. The use of specific key words in your job posting, your visibility on the net, the various advantages you provide/offer to new employees, etc. will dictate whether or not many (good) young people will reach for your company.

If you need any help, find out more about our special service “RECRUITMENT MARKETING” – we can help you attract tons of qualified applicants – or prepare you to be more competitive on the employment market.

To your success,

Patrick Valtin
Best Selling Author of “No-Fail Hiring 2.0”

  • time.com, 2011/12/21
  • No-Fail Hiring 2.0, chapter 3: “It is All About Marketing”

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