{"id":103,"date":"2018-07-14T00:31:27","date_gmt":"2018-07-14T00:31:27","guid":{"rendered":"http:\/\/test.jps-inc.com\/blog\/2018\/11\/15\/how-to-attract-and-support-millennial-employees\/"},"modified":"2019-03-27T20:05:27","modified_gmt":"2019-03-27T20:05:27","slug":"how-to-attract-and-support-millennial-employees","status":"publish","type":"post","link":"https:\/\/jps-inc.com\/blog\/how-to-attract-and-support-millennial-employees\/","title":{"rendered":"How to Attract and Support Millennial Employees"},"content":{"rendered":"

When you think of the phrase \u201cMillennial Employees,\u201d many negative stereotypes probably come to mind. When it comes to interacting with millennial employees, a CNBC<\/a> report found that it\u2019s better to treat them like anyone else: \u201c\u2026if you want to appeal to millennials and keep them in the fold, don\u2019t treat them like millennials. Instead, address millennials as you would employees in any other demographic group.\u201d<\/p>\n

If you find this age group perplexing, here are a few tips for hiring and keeping millennial employees.<\/p>\n

How to Attract and Support Millennial Employees<\/strong><\/h2>\n

1. Offer the Right Environment<\/strong><\/h2>\n

Forbes reports the right workplace atmosphere is important to millennial employees; job seekers are looking for more than just going to work and going home. As Forbes<\/a> notes, \u201cThere are many ways to create an optimal work environment for millennials\u2014flex hours, fitness allowance, casual dress code, stocked break rooms, half-day Fridays, and more.\u201d<\/p>\n

2. Use Millennials to Attract other Millennials<\/strong><\/h2>\n

If your business already has a millennial working in the office, use them to recruit other like-aged individuals. The job seeker is more likely to relate to and connect with them over someone who would be their supervisor or employer.<\/p>\n

3. Flexible Work Schedule<\/strong><\/h3>\n

More than any other scenario, work-life balance and flexible hours is a top priority for millennial employees; it even made this list twice. Fortune<\/a> spoke with Anne Donovan at PcW and found that employees were disappointed with the traditional 9-5 schedule and offered to make a change. Donovan stated, \u201cEmployees are now encouraged to individualize their schedules, like working from home if they don\u2019t have client meetings or slipping out for an hour of Zumba during the workday.\u201d<\/p>\n

Offering the right perks, connecting with fellow millennials and providing the right hours are all strong tactics to attract and support young employees. Have you had success with millennial talent? Share your tips with our community in the comments.<\/p>\n","protected":false},"excerpt":{"rendered":"

When you think of the phrase \u201cMillennial Employees,\u201d many negative stereotypes probably come to mind. When it comes to interacting with millennial employees, a CNBC report found that it\u2019s better to treat them like anyone else: \u201c\u2026if you want to appeal to millennials and keep them in the fold, don’t treat them like millennials. Instead, … <\/p>\n

Continue reading “How to Attract and Support Millennial Employees”<\/span><\/a><\/p>\n","protected":false},"author":4,"featured_media":184,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[1],"tags":[],"yoast_head":"\nHow to Attract and Support Millennial Employees - JPS, Inc.<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/jps-inc.com\/blog\/how-to-attract-and-support-millennial-employees\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Attract and Support Millennial Employees - JPS, Inc.\" \/>\n<meta property=\"og:description\" content=\"When you think of the phrase \u201cMillennial Employees,\u201d many negative stereotypes probably come to mind. 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