This post was updated in February 2020

There may be some hesitation when hiring millennials. Management may question whether or not millennials will be able to work with co-workers who are not peers, or if they will add value in an enterprise environment. But there are plenty of skills and qualities attributed to millennials that will benefit the workplace, such as their high levels of education and technical prowess. Here are some things to consider when hiring millennials.

Know they are going to leave

Millennials have often been labeled as “job hoppers” and considered disloyal to companies. But contrary to popular rhetoric, millennials are as likely to stay with an employer as any other generation; with one caveat. They must be engaged with their work. According to Gallup data, 29% of millennials are engaged at work. The national engagement average is 34%, which means more millennials are unmotivated and unsatisfied with their current employment. 

To fresh college graduates, gaining new employment is a fast track to career advancement. In other words, they see the benefit of taking a better position at another company versus the alternative of waiting in line for a promotion to open up on their current corporate ladder. The best way to manage this is to let them work on projects that really matter to them. Create flexible work arrangements so millennials are able to balance their work and home life, and allow for a work environment that inspires loyalty.

Offer a sense of purpose

Millennials, more than any other generation, seek a sense of meaning, purpose, and drive in their professions. They want to contribute to a cause larger than themselves. If you’re truly committed to hiring exceptional young talent, take the time to invest in your company culture and take the time to define your values. If you can pinpoint and showcase how your company focuses around a common goal and how you support employees striving to reach it, you’ll have much greater success in finding talented millennial employees. 

Include them in brainstorming

Ask millennials for their ideas and include them in your brainstorming sessions and meetings. Embracing a fresh perspective will not only empower them, but also provide your team with a new way of solving problems with greater efficiency. Giving millennials real responsibility will challenge them to grow and keep them inspired at work, further combating the low sense of engagement ever-present in modernity. 

Give them feedback

One of the unique attributes of millennials is that they crave frequent feedback. Satisfying this need will offer them a better idea of their contribution to the company and the quality of their job performance. Do not wait for official performance reviews (or, have reviews more often) to shed some insight on their efforts and skills, and offer clear cut and constructive criticism when needed. In addition to individual feedback, converse with your millennial recruits on their value to the company and your vision for their advancement. The first sign they get that they may be running on a hamster wheel with no direction or advancement is when they start to look for alternative placement.  

Offer up-to-date technology

One sure way to attract top millennial talent is to offer current technology. Technology drives millennials and could be considered a way of life to them. This should be seen as a benefit for companies since having the natural know-how available to run the latest equipment and software will increase efficiency for everyday processes.  

Although generational differences will occur, diversifying the workplace with young employees will bring new ways of problem solving, and a variety of ideas and methods to improve business.