Following today’s hiring at Google post, Tom Moore and Brandon Labman on their HBR blog tackle the don’ts of hiring the best of the best Gen-Y’ers.
Keep in mind, if you’re looking for run of the mill young adults desperate for a job who you can just plug in, don’t read more. This is about the best who will get multiple offers and you, as a company, have to sell yourself to them.
They evaluate for past experience rather than potential and trainability. College students don’t have a wealth of resume experience, so it is crucial to look at where they are headed as opposed to where they have been. When talking with students, keep your eyes open for those that are passionate, fit culturally with your company, and have a deep knowledge of their field.
This is the absolute #1. It’s so frustrating to see employers only looking for past experience in potential interns and new hires. You should look for motivated students with great personality. These are the people that can fit in. You will be their experience, and you can meld them to your liking.
They only offer a highly-structured internship program. Shadowing experiences, informational interviews, and informal professional development classes are highly effective entry-level recruitment methods. Contact professors and student organizations directly in order to set up speaking and presentation opportunities in the classroom and on campus. By avoiding the cumbersome interview and evaluation processes associated with structured internships, these tools are far cheaper, less resource intensive, and more conducive to building relationships.
They don’t highlight, or even offer, flexible work arrangements. Millennials tend to care more about social and flexible work environments than high salaries. Entice them with perks that matter to them, like extra vacation time, telework options, and flexible scheduling.
The interview process is rigid, even when the company is informal. Before you offer the job, keep in mind that a good interview should communicate company culture and benefits to the interviewee just as much as it qualifies the candidate. This can be as simple as showing the candidate around the office or introducing her to some potential coworkers. If your company has a youthful, tech-minded, or innovative vibe, try to convey that (but don’t fake it).