Your Company Culture, Share It.
Your Company Culture Matters-Share It!
When many millennials (individuals born between 1981 and 1996) were growing up, it was common for their baby boomer parents to encourage them to find a steady job – perhaps one with a pension plan and a defined pay scale. My own baby-boomer father has worked for the same company for 38 years. However, ask human resources professionals today and they’ll tell you that dynamic has certainly changed.
If your company wants to do a better job of hiring and retaining millennials, it’s important to understand what motivates them and what doesn’t. Research shows while millennials are looking for a salary and benefits package to pay off college debt, they are more drawn to a company’s culture. They look for growth opportunities, great managers and jobs that match their talents and interests. Organizations that award creativity, find ways to engage and develop workers are highly valued.
Millennials want to believe they’re contributing to a company that is making a positive impact in the world. For example, they take seriously an organization’s commitment to charity and social causes. They also value a collaborative office environment that increasingly blends work life with their outside-of-work interests and values. When organizations can provide these attributes, and promote them in their branding, they will attract millennials – and perhaps just as importantly – keep their millennial employees from pursuing the next best thing elsewhere.
Your Employer Brand is Already Out There
An organization’s branding may make it seem like the company is a great place to work. But is it? With just a bit of research, it’s easy for job applicants to find out. A quick search of the internet and social media sites gives applicants a first-hand look at a company’s culture. Moreover, sites like LinkedIn can easily let potential applicants find out if they know anyone working at the company to get the “real” story. The bottom line? Companies can’t fake it. As is often said, you have to “walk the walk” if you’re going to “talk the talk.”
