Written by Guest Author | August 5, 2015
In an age of hiring which is relying more heavily on the latest recruitment software to attract the best candidates, there is a perception that Millennials are just the kind of ideal candidates to target. The increasing dominance of the workplace by this Millennial generation – that born loosely between the early 1980s and the early 2000s – is undeniable, which gives it a similarly undeniable influence over your workplace recruitment.
But there’s something that’s causing a lot of HR managers to fret before offering that job to that bright-eyed, bushy-tailed youngster: are they going to stick around?
In some ways, it’s a justifiable worry. Back in 2012, Forbes backed up the ‘flighty’ reputation of this generation of workers by reporting that an incredible 91% of them didn’t expect to remain in a job for longer than three years.
Why the statistics tell a conflicting story
Those expectations of short tenures seem to be borne out in reality, too, with another study a few years later finding that by the age of 35, a quarter of workers already had at least five jobs under their belt.
Nor are employers exactly ignorant of this, that same research having revealed that almost half – 45 per cent – of them did not expect a new graduate hire of theirs to still be in their employ more than two years later.
But whether these statistics indicate that Millennials actually do get more frequent cold feet than their older counterparts… that’s a different story. After all, the aforementioned poll also discovered that one in five workers aged 55 or older had held at least 10 jobs over their lifetime.
Does it matter whether your Millennial will stay put?
With the 2012 Forbes report also pointing out that the average worker only remained in their job for 4.4 years, it seems clear that regular job switching isn’t necessarily a Millennial-only thing.
However, that hasn’t stopped many of those launching a new office recruitment drive worrying about that persistent Millennial reputation. Surely, it’s a risk to take on someone who has a track record of bailing out after just one or two years in a role?
Perhaps, but there can also be a lot of benefits to recruiting such a candidate – such as the broader perspective that they can offer from having worked for a greater number of firms, as well as potentially less need to be trained from scratch.
Whether you ultimately plump for that job-hopping candidate, then, might depend on various other factors, such as what your business will actually need some years into the future.
Oh, and don’t presume that a fresh-out-of-college graduate will necessarily leave their post with you early! Instead, look into their personality to assess whether they could actually be your next long-serving star employee.