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Recruiting Millennials: An Interview with a Talent Acquisition Manager

Posted on by SVN

Tips for Recruiting Millennials

Patrick Church - Recruiting Millennials
Patrick Church – Corsica Partners

Recently our Chief Operating Officer, Diane K. Danielson, sat down with Patrick Church, Talent Acquisition Manager for Corsica Partners to talk about recruiting Millennials and attracting them to a suburban location. Patrick works mainly with a company located in Waltham, MA called Care.com. Care.com has about 750 employees total with 250 employees at their headquarters and provides child, adult and senior, pet and home care for over 19 million members.

DKD: Care.com is HQ’d in a suburb outside of Boston, is it hard to attract Millennials to the location?

PC: It’s not hard due to the quantity of people in the immediate area and the fact that there are a number of colleges nearby. While it’s difficult to get people from the city to come out, we’ve had success recruiting local college graduates, as they know the area and may still have friends there.

DKD: What workplace benefits do Millennials ask for that older generations don’t?

PC: First, they want to know about the company culture and growth opportunities. Then they want to know about team structure. Work-life flexibility may also come up. Even though most of the jobs at Care.com are traditional 9 to 5 jobs, people want to know there’s some wiggle room when life gets in the way.

DKD: I completely agree. I’m much more efficient when I’m not stuck in traffic. We’ve heard all the stereotypes, what do you look for to find the Millennial who can succeed in business?

PC: I look for curiosity and their ability to communicate what they’ve done and want to do. So many great people aren’t able to fully convey that in a resume, which is why referrals work. Depending on the position, we might also look for a consistent trend or theme of interests. If it’s not consistent, I want to know the story behind the changes. I especially like candidates who have taken an interest in something and gone above and beyond to pursue it. Internships help. We give a lot of credit to someone who can explain the benefit in a job, even if it was mundane. The bottom line is that you want to hire the person who has the ability to communicate something of value.

DKD: That final point is especially true in commercial real estate! Do you see differences between the different generations in the workplace?

PC: Young people today don’t want to just put their head down to work for 40 years and collect a pension. They don’t value the mailroom to office career path. It doesn’t mean they don’t want to work hard. It means that they want a different experience. Today’s firms can offer that. It boils down to a different work style, not a different work ethic. They will still work hard, especially for something they believe in. It’s just a different expectation of how their career path will flow. Part of that expectation does include flexibility. Millennials are willing to sacrifice a little in the paycheck to do something they like or have that balance. For them, it’s about compromise and flexibility.

DKD: How prepared are college graduates for the marketplace?

PC: Not very. Our colleges are not preparing graduates for the types of jobs that are needed in an innovation economy. College students are coming out of school with 90s and 2000s era business and marketing practices. They’re missing what’s really going on in the culture and environment today. This is a gap in the structure. They are also not learning the interpersonal interactions. The better applicants are those who have the intangibles. They can see a deadline and work well with others. It’s crucial that they learn how to deal with people.

DKD: Sounds to me that internships and customer service jobs are becoming more meaningful!

Conclusion:

Thank you to Patrick Church for a recruiter’s viewpoint. It sounds like he is seeing first hand a lot of what we’ve been researching and reading about the younger generations. In the commercial real estate industry, we need to look for:

  • Curiosity and the ability to communicate that curiosity and/or something of value.
  • Current insights and people skills that are not being taught in school (they will likely have had to pick this up during an internship).

Our companies are also going to also have to be able to lay out a clear career path and test out flexibility (not just for Millennials but for others, too). And, the bonus real estate tip: if you want to lease a suburban office campus and attract young people, make sure it’s in an area near colleges.

For more information about commercial real estate job opportunities, check out the SVN Careers page here.

[bctt tweet=”The bottom line is that you want to hire the person who has the ability to communicate something of value.” username=”svnic”]

Business Trends: Millennials Rejecting the Default

Posted on by SVN

Millennials Are Rejecting the Default

… and It’s a Very Good Thing

We all know that Millennials are challenging our traditional work environments. But the big question is “why?” Why are Millennials challenging the system rather than assimilating like earlier generations? I struggled with finding an explanation other than demographics until I read a sentence written by professor Adam Grant in his recent book: Originals: How Non-Conformists Move the World.

“The hallmark of originality is rejecting the default and exploring whether a better operation exists.” – Adam Grant.

Millennials are rejecting the default and it’s disconcerting, but necessary and in my view, a very good thing. When it comes to the work environment, Generation X, Baby Boomers and the Silent Generation don’t just represent the default … we are the default. This might be why so many of us take this personally. Why are Millennials so eager and able to reject a default that has been in place for generations?

Two reasons: technology and societal shift.

Technology. Millennials are digital natives. They grew up with technology and view everything through a technological filter. They look at our daily lives and think “there’s got to be an app for that.” It’s ingrained in them to use technology to question, dismantle, and reconfigure processes. They are rejecting the default option in search of a better way.

Societal shift. Generation X and Baby Boomers actually know people who worked 40 hours a week for 40 years at the same company, earned that gold watch and retired at 65 to play golf in Florida. We also know of people who had pensions; who were protected by unions; and for whom a single breadwinner could support a family even while working for a minimum wage. This is the default.

But, Millennials are not part of that default. Retire at 65? Not if they are still paying off their college loans. Pensions, funded 401ks, or a home with equity for retirement? Not likely. Even if we set aside monetary limitations, people are living longer. Retiring at 65 is no longer that appealing or feasible for most. The default no longer works, and this is why Millennials are forcing us to re-examine everything about our work culture.

One example of this came out of our recent SVN Millennials Career report (How Commercial Real Estate Firms can Attract and Retain Millennials) around the topic of flexibility in the workplace. According to our survey, flexibility of hours and location for work was a top five “must have” for Millennials and in fact, more men than women cited it as an important factor when choosing companies. This is quite a switch from 5-10 years ago when flexibility was a “woman” or “parent” issue. To even mention the word back then would set you on the Mommy track.

But, what is driving this new quest for flexibility? Part of it goes back to the technology filters. If technology allows us to work wherever and whenever we want, why can’t we? If culturally no one is racing to retirement and the other default rewards don’t exist, why do we have to stick to a 9-5, 5 days per week schedule? Flexibility does not mean Millennials want to work less. In fact, most want to work more, but they also want to work smarter… and to avoid rush hour. When the default is sitting an extra 30 to 60 minutes in traffic, when you don’t actually have to… why do we?

It’s not about a different work ethic. It’s about a different work style.

That’s an important distinction to make; especially because that different work style benefits more than just Millennials. Opening up the flexibility conversation beyond women and parents is a benefit to all employees, whether it’s the single employee who doesn’t have anyone to help them drop off a car for repairs or wait for a furniture delivery; the Gen X’er dealing with aging parents; or the Baby Boomer who wants to take a brief career pause or sabbatical.

If you look around, the default no longer works for the majority of us, and this is why the Millennials’ rejection of the default is a very good thing.

Please visit our SVNICorp YouTube page to see my recent keynote to learn more about the how Millennials are challenging and changing how and where we live and work.

[bctt tweet=”If technology allows us to work wherever and whenever we want, why can’t we?”]