As baby boomers and Generation X slowly start to thin out in the workforce, millennials are shifting workplace dynamics, right down to the way companies go about hiring.

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As baby boomers and Generation X slowly start to thin out in the workforce, millennials are shifting workplace dynamics, right down to the way companies go about hiring.

Millennials, currently in their 20s and early 30s, have been labeled “digital natives.” No other generation in history has been so seamlessly attuned to technology in their daily lives. This manifests in a variety of very important ways for hiring these professionals.

Millennials, obviously, expect electronic communication. What may not be so obvious is that this is a generation built on sound bites and instant gratification. Google has shaped their information-gathering and processing methodology, and they are deeply embedded in social media as a form of communication.

This is a group that wants short answers and easily digestible multimedia content. They would rather communicate with a caption and a picture, and have the opportunity to confirm interviews and exchange information with recruiters via text messaging instead of email.

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To reach potential millennial candidates, your company should be capitalizing on the many low-cost or free social-media platforms. If you are in the boxed-product or lifestyle markets, Pinterest is a great way to showcase your products and attract millennial interest.

You can feature interviews with leadership, demonstrations, short “day in the life” videos, white papers, commercials and other advertising on YouTube, SlideShare or Vimeo channels. Twitter is a no-brainer, preferably with those same videos showcased via Vine. Tumblr and Mashable are your “curatorial” portals.

To make it easy for millennials to find your job openings in the digital space, utilize a service such as, which also contains tips and advice to help millennials navigate the workplace.

Make sure your recruiting platform includes a “story” to tell about the company, the product/service, the customer base, the team and leadership. An inclusive corporate culture that values teamwork, collaboration and social interaction, and that has a sense of play (for example, morale events or team-building exercises), is high on the list of cultural factors that appeal to millennials. Social responsibility is also huge; if your organization has a charitable contribution or civic program, or has won any awards, make sure this is prominent in your recruiting outreach.

Once millennials notice your company, it is time to court them. In phone screens and during the interview process, speak to the things that tend to drive them the most: interesting and challenging problems, growth potential that recognizes and rewards hard work, and the assurance that they will be able to learn from senior professionals. You may not have a formal mentoring program, but it is vital to millennials to have professional role models who share their expertise.

Be aware that this generation values flexibility more than any generation before them — not just in work options (telecommuting, flexible hours), but also in the way things are done. Millennial candidates consistently mention in phone screens and interviews that they are looking for employers who value active participation in process improvement and are open to new ways of trying and doing things.

If your company allows time to work on side projects or stretch assignments, use that as a selling point. Assure millennials that they will be given opportunities to shine and be rewarded for excelling.

One of the best ways to get candidates engaged is via your current employees. Empower your workforce to be recruiting ambassadors. Teach everyone how to use LinkedIn for sharing jobs, and build a buddy system for new employees, making sure that everyone has the opportunity to meet and acclimate new hires. Train everyone on interviewing techniques, and give them the opportunity to be part of the process; lunch interviews are especially good for letting junior employees feel involved and empowered.

Finally, even if you don’t hire a lot of entry-level employees or interns, maintain an active relationship with local universities for public relations.