Millennials are Worth Your Investment and These Three Stats Prove It

As Boomers continue to retire from the workforce at a rate of 10,000 per day, taking years of experience with them, tomorrow’s leaders have just graduated.

For the fifth consecutive year, ConnectEDU and Achievers partnered to understand exactly what the next generation of top talent brings to the workforce. We reached out to 15,000 future employees to get a pulse on what tomorrow’s workplace will look like to help employers and HR professionals prepare proactively. The learning outcome? Millennials are optimistic, driven and every employer’s future money-makers. Out of the dozens of questions we asked, here are three stats that indicate why Millennials are worth your investment.

71.3 percent of the Class of 2014 are looking for immediate feedback.

Millennials are looking for coaching on how to become qualified for the next job, not their current position. This type of mentality positively affects your bottom line because the Class of 2014 is willing to go above and beyond at every opportunity to position themselves for advancement. In order to do so, they crave coaching and they need it in the moment. If your managers and leadership have not established a recognition rhythm and are still in the habit of reserving feedback for annual performance reviews, this is just not enough for the Class of 2014. They’re looking for regular feedback that they can harness to drive results and position themselves for promotion.

87 percent of the Class of 2014 will apply directly to the company when job searching.

The Class of 2014 goes straight to the source. They’re directive, observant and understand the power of networking when it comes to landing a job with the right employer. Consider: if Millennials are this persistent when it comes to finding work, they’ll be just as motivated to make your business money when effectively engaged. Advice for employers and HR professionals is to open the communication channels with new graduates to attract and recruit the next generation of top talent. But that’s not all. From there, give your engagement strategy a facelift by ditching archaic years of service awards and keeping the tenacious Millennial engaged with a social recognition approach.

Mentorship, Challenging Work and Manager Fit are among the top five factors the Class of 2014 considers when determining where to work.

Millennials who are not only the most educated generation in U.S. history, but are also the least experienced. Despite this fact, the Class of 2014 is determined to succeed; this drive simultaneously impacts company’s bottom line. The next generation of money-makers have identified that in order to get ahead, they need to create results. And in order to create results, they need training and effective management. Now, it’s up to employers and HR professionals to equip their managers with the tools that they need to engage and motivate tomorrow’s workforce in order to develop our future leaders.

What ways can HR professionals effectively recruit and retain the next generation of money-makers? Leave a comment or share this piece below.