It is a well-known fact that the millennial generation has a general restlessness, short spans of attention and a tendency to hop from one job to another. Butit is also true that businesses and brands have no potential for growth without help from this legion.
Fiercely competitive, socially conscious and technologically advanced, the millennials have transformed the scenario of recruitment. Hiring them is a tough task because of the wide competition in the market and their desire for work which satisfies their creative, intellectual and financial needs, all rolled into one.
The main fact to consider is that the main motivation of millennial workforce is neither a higher salary nor stability in the job. Top 10% of this generation is the biggest taker of risk.The companies need to hire and manage this generation with care.
Here are some common mistakes made by HR agencies while hiring millennials:
Not setting right expectations
Most HR managers may perform a great job at explaining what is expected of candidates in their jobs but often fail to indicate the potential for growth of candidates in the company.
Most millennials have unrealistic aspirations of growth. They want to climb the corporate ladder in the fastest way possible. HR leaders must clear these misconceptions and make them understand that they can ascend in the hierarchy by committing a few years at the junior level.
- Not providing flexible work ethics
This new generation is seeking autonomy and flexibility while choosing job opportunities. They don’t like to fit into a 9 to 5 schedule but want to have control over their schedules.
The culture of work from home/from anywhere is rising rapidly. The ambitious millennials may prefer to work remotely, and the management needs to be flexible about this. This is because a different work ethic does not amount to a bad work ethic.
Adopting incorrect practices of assessment
Often millennials are not tested thoroughly, before a job offer . Many are given take-home assignments which they can complete from anywhere. This gives scope to cheat on such tests.
Valid and reliable pre-employment tests like Psychometric Test must be conducted by using a proctor to check any wrong practices.
Providing confusing description of job
The first thing that attracts target group of candidates is the job description and title. Many times, organizations tend to use heavy verbiage and fail at explaining what is truly entailed by the job. This can detract many of the millennial aspirants from jobs in your company.
Using too much jargon
Many employers use too much of business jargon like thought leadership/ paradigm shift/ impact on bottom-line/core competency / best practices, etc.
Millennials prefer a less technical and more informal way of interaction like at the stage of the interview. Using heavy weight mumbo-jumbo can deter millennials because you may appear to be too conformist.
Not putting them on a mission
Millennials do not like being assigned tasks without helping them understand how this will contribute to the welfare of the company. For instance, while asking them to test a product, you must also explain the importance of this task like how it will help in customer satisfaction.
In sum, such tips are very useful as millennials will comprise of 50 percent of the workforce by 2020. They hold the key to the future of every business and organization.
But to select the right tool, employers must use their broad understanding of the process. Consider following tips while making use of personality tests for hiring such as Psychometric Assessment:
Good executives can make poor hiring decisions:
This is as per conclusive research. Executives who are most confident of hiring the right personnel may be least adept at this process. There is a strong correlation between over-confidence and failure at hiring. Many executives may be sure that they can hire well but they may be poor at hiring and may need a HR professional. Here emerges the utility of personality assessment. It offers fairness, balance and perspective in the hiring process. As per research, if you use a well validated, consistent approach instead of a gut decision, you are likely to make a good hire.
Needs versus Likes
Some hiring managers believe that a consensus in thought and attitude leads to efficiencies. As such, they wish to hire candidates who think like themselves. But the fact s, if you wish to encourage innovation and competitiveness, they can’t happen in a monolithic culture.
The personality tests help to evaluate various personality types. As an entrepreneurial set-up, you may wish to hire persons with a broad range of styles and experience. So it is better not to weed out candidates who don’t fit but rather look for diverse talents.
Good Return On Investment (ROI)
All managers know that high turnover can cause great financial losses and poor morale. This factor has to be balanced against costs of tests. Thankfully, testing has become a viable option for even small businesses since early 2000.
In the 1990’s such tests were unpopular being regarded as too conformist and less aware of emerging values like diversity and individuality. Psychometric and personality tests quantify such traits.
Another trend is the online revolution. All kinds of tests have become easily available to business owners. Customizable tests are available at as less as $500.
Thirdly, there is a proliferation of online job postings and resultant boom in job-seekers in recent years. The resultant uptick in equally qualified applicants makes tools like personality tests to be suitable for sorting out candidates.
Tests are not enough
Testing is not a one stop magic solution. There exist multiplicity of factors that can influence job performance and you need multiple steps in the hiring process for making a good decision.
Some of the steps in sequence include: scanning of resume, interview, verification of credentials and experience, reference check, background check and team meeting. Testing occurs typically at the middle of this process.
In sum, testing should be a guidepost and not a fixed label. All types of businesses must be aware of the fact that the candidate and his role are not static these days. Rather, they are dynamic and constantly evolving. So, pre-employment tests like personality tests have a crucial role to play.