Recruiting Millennials

As a recruiter, I’m fuming. My niece, a brilliant and highly skilled candidate, was contacted about a job opportunity. The recruiter scheduled her for an interview the next day at 3 PM—but provided zero details. No job title, no job description, and when my niece asked about salary, the recruiter had no answer because she hadn’t even taken the time to find out. Instead, she told my niece to "just ask for whatever she thinks would make the job worth it for her." Even worse, the recruiter never even spoke to my niece before sending her to the interview. No phone call, no screening—nothing. Yet, after the employer interview, she insisted on scheduling a video call for next week—not to prepare or assess my niece, but simply so she could have a recorded interview on file to justify presenting her for the role. And Then? The Employer Was Completely Unprepared Despite the recruiter’s negligence, my niece showed up. And immediately, it was clear—the employer was caught off guard and uncomfortable. He had no idea who he was meeting or where she was coming from. Instead of a productive discussion, my niece had to navigate his hesitation and win him over—something that should have been addressed before she even walked in the door. The Outcome? A Job Offer—But That’s Not the Point Because my niece is exceptional, she turned the conversation around and landed a job offer on the spot. But this shouldn’t have happened like this. The process was flawed from the start. This recruiter didn’t prioritize partnership—she prioritized a quick placement. She failed her candidate and her client, making the experience more difficult for both. A recruiter’s job isn’t just to throw candidates into interviews and hope for the best. It’s about: ✔ Transparency—sharing job details so candidates can make informed decisions. ✔ Preparation—ensuring both employer and candidate are set up for success. ✔ Ethical Recruiting—focusing on fit, not just filling a role. Recruiting isn’t just about making placements—it’s about responsibility. When recruiters cut corners, everyone suffers. We can and must do better.

How do you compete for talent in a shrinking labor market?    That’s a question I explored with entrepreneurs and executives at Club Industria in Switzerland.    Here’s what we’ve learned at ABB:   - Purpose, mission and sustainability are consistently the first things candidates refer to. They want to know why the world is better off with your company in it and join the cause. A compelling, honest narrative about it will help you attract the best talent. - Empowerment and growth opportunities. Candidates want to be able to make a difference and grow. They seek responsibility and the freedom to make decisions. Our decentralized business model, the ABB Way, and our internal open job market where positions up to the Executive Committee are advertised are an asset in that regard. - Culture matters. Gen Z, especially, wants to work in diverse and inclusive workplaces with strong values that are lived up to. Make culture explicit in your conversations and part of the daily experience for employees.    The competition for talent is business-critical. If you’re struggling to attract and retain the right people, it’s time to take a hard look at your purpose, your culture and the way you support your people to grow.    Thank you, AITI - Associazione industrie ticinesi, for the great discussions at your Club Industria. 

Worried your hiring strategy isn’t getting the results you want? Here's why: You're too focused on attracting talent Not on retaining and managing them well. Try this instead: ➡️ Tailor your communication style to each generation. ➡️ Align motivation with what drives each group. ➡️ Build a culture that thrives on collaboration between different age groups. From my coaching, years of hiring experience, and research... Here’s what different generations don't like, and what to do about it: Millennials: ➡️ Rigid corporate structures Create a flexible, team-oriented environment. Encourage open communication. ➡️ Lack of transparency Communicate goals, changes, and feedback openly. Keep Millennials informed and engaged. ➡️ No career growth Offer clear pathways for advancement, provide mentorship, training, and development opportunities. ➡️ Outdated technology Invest in modern tools. Streamline processes to maintain efficiency and engagement. Boomers: ➡️ Exclusion from decision-making Involve them in strategic discussions. Support them with tech adoption at their own pace. ➡️ Poor work-life balance Promote a flexible work environment. Respect their boundaries between work and personal life. ➡️ Feeling disregarded Create a culture where contributions from every generation are valued equally. Gen Z: ➡️ Lack of autonomy Give them responsibility. Trust them to manage their tasks while providing guidance. ➡️ Told what to do without context Explain the "why" behind decisions. Encourage independent thinking. ➡️ Hierarchies blocking collaboration Promote flat organisational structures that boost teamwork and communication. ➡️ Inefficient meetings Use digital tools for asynchronous communication. Keep meetings sharp and focused. In other words, create mixed-gen working groups, let Gen Z lead sprints, millennials bridge the gaps, and Boomers advise on strategy. No matter the industry, the lesson remains the same.

76.6% open rate. 21% reply rate. 7.3% interest rate. These are the current benchmarks for recruiting outreach emails sent through Gem‎. But here's what's really fascinating: the teams consistently beating these benchmarks aren't using fancy automation or gimmicky subject lines. They're simply speaking to what candidates actually care about. At Gem, we've analyzed millions of recruiting emails, and the pattern is unmistakable. The highest-performing outreach directly addresses the core motivations driving today's job seekers: 1. Career advancement opportunities 2. Meaningful work flexibility 3. Strong, visionary leadership 4. Clear paths for skill development (especially for Gen Z, who prioritize this 36% more than other generations) One customer I was talking to challenged conventional wisdom by A/B testing short vs. detailed messages. The surprising result? While the shorter message got more opens, the longer, more detailed message that explained team impact and challenges generated more interested replies. Why? Because it spoke directly to what high-value candidates actually wanted to know. The market has shifted. By 2030, Gen Z and millennials will represent nearly 60% of the global workforce. These candidates don't just want jobs—they want growth trajectories. They don't just evaluate offers—they evaluate leadership. Here's my challenge to every recruiting team: Review your last 5 outreach templates. Count how many sentences focus on what you need vs. what the candidate gets. If it's weighted toward your requirements, you're leaving responses on the table. The best recruiting teams at companies like Anthropic, Yext, and Doordash are already making this transition, shifting from requirement-focused to candidate-centric messaging. And it's working… "We're not trying to sell anything in our outreach," explains Michael Franco at Yext‎. "We're trying to start a genuine conversation... When we understand their pain points, we know exactly what value prop to use." This isn't just feel-good advice—it's data-backed strategy. In 2025, understanding what candidates truly care about isn't just nice to have. It's the difference between hitting your hiring goals and falling short of them.

"When Work-Life Balance Isn't Just a Buzzword" At the start of the new year, I met an interesting candidate - let's call him Dan. Picture this: young professional, late twenties, solid experience. He quit his job last year and just got back from a 3 week skiing trip in Japan. And no, he doesn't have another job lined up. Over coffee, Dan explained his thinking. "I'm not running away from work," he said, "I just don't fancy burning out for someone else's KPIs." I nearly spilled my coffee - not because I was shocked, but because he'd put into words what I've been seeing more and more. The younger crowd in our offices today (Gen Z and younger millennials) are rewriting the employment rulebook. They're saying "hang on a minute" to those unspoken workplace rules we've all known: That email at 11 PM? "Mate, it can wait till morning." Weekend work? "Sorry, I'm training for a marathon/teaching my cat TikTok dances." Loyalty equals putting life on hold? "Thanks, but no thanks." What they want instead: clear expectations (no mind-reading required), proper mental health support (not just a meditation app subscription), and meaningful work. Dan admitted he's nervous about explaining his decision in interviews. Employers often label such moves as flighty or entitled. But is it? Or is it simply a different way of defining success? Here's my takeaway: Generational differences aren't just something to tolerate – they're something to understand. Each generation redefines the workplace. For hiring managers, that means looking beyond the surface – the abrupt resignation, the focus on work-life balance – to understand what young talent values. We might not all agree with their approach, but ignoring it isn't an option. Times are changing, and so are the rules of engagement. #Recruitment #CareerAdvice #TalentAcquisition

Dhairya Gangwani is currently focused on learning more about Artificial Intelligence (AI) tools. A career coach by profession, she hopes to leverage these skills to customise her coaching process and increase engagement.  And Gangwani isn’t the only one looking to upskill. According to the latest insights from LinkedIn’s Workforce Confidence Index, more than three in four Gen Z professionals plan on improving their skills this year. The report surveyed 2,408 professionals across India between September 9, 2023 and December 1, 2023. It found that 85% of the surveyed Gen Z professionals were looking to upskill online while 76% hoped for classroom instructions. Millennial professionals followed suit at 80% and 67%, respectively. Rohit Kokane, Creative Director at Done For You Podcasts, compares upskilling to phone updates. Stressing on the importance of staying relevant, he thinks continuous learning is a superpower that helps one adapt to a dynamic work environment. “It keeps you sharp, opens doors to cooler projects, and shows your bosses that you’re dedicated and ready to take on new challenges,” he says. According to Gangwani, skills are overpowering the requirement for degrees in the current times. Skills development can help professionals showcase their true potential and their ability to apply acquired knowledge, she adds. And young professionals are in the best position to take advantage of the skills-first hiring approach, LinkedIn data suggests. With this development, the talent pool has expanded — 14 times for Gen Z and 12 times for millennials, the report finds. From online courses and workshops to gathering tips from colleagues — Kokane’s idea of learning isn’t limited to a particular avenue. But how do you identify the skills you need to improve upon? Begin with self-reflection, says Devi Prasad Dash, SHRM-SCP, CPHR, ODCP, CHRO at Apollo Health and Lifestyle Limited. This, along with feedback from colleagues, can help you understand your strengths, weaknesses, and pinpoint growth prospects. As the next step, assess your job performance to track your wins and challenges. “Comparing your skills against industry standards can highlight areas of improvement,” he says. Finally, research emerging trends in your field and identify skills that align with your future career goals. The gaps and requirements can also point to the skills that are in demand and need work. Source: https://lnkd.in/gfBr_nTa ✍️: Dipal Desai 📊: Allison Lewis 📸: Getty Images #GenZ #Millennials #Upskilling

Deloitte surveyed 809 Indian professionals. Nearly half of young employees feel abandoned by their managers. The 2025 Deloitte Survey reveals something uncomfortable:  📌62% of Indian Gen Zs and 56% of millennials want active mentorship from managers.  📌But only 44% and 47% actually receive it. 📌85% of India's young workforce engages in weekly upskilling. They're not waiting around. They're aggressively developing capabilities, with 94% of Gen Zs and 97% of millennials prioritising hands-on learning over theory. In my experience, it’s usually the top performers who crave guidance the most. Without it, they hit a ceiling early, make avoidable mistakes, and start looking for managers who’ll actually invest in them. Here’s what’s worked in my experience: 1. Make mentorship a KPI for managers. Tie it to their performance goals, not just project outcomes. 2. Pair new managers with senior mentors. Good mentorship starts with leaders who’ve been mentored themselves. 3. Create visible growth paths. If employees can’t see what’s next, they’ll assume there isn’t a “next.” 4. Hold skip-level conversations. Sometimes, employees open up only outside their reporting line. 5. Reward managers who grow people, not just results. That’s how you build a culture that retains high performers. The companies that build this discipline don’t just keep talent, they compound it. The ones that don’t keep wondering why their best people leave first. How are you ensuring your best talent gets the mentorship they're seeking?

Millennial malaise For some time, the recovery has looked better on paper than it seemed to register to the majority of Americans. This week’s poll by The Guardian and Harris revealed the largest gap to date. Even people’s assessment of stock indices, which are easy to check and have rallied this year, have soured. Many have a lot of theories. The most common is the gap between cooling inflation and the persistence of high price levels. Many are still struggling to afford the basics of food and shelter, even as the pace of price increases moderate. I have a more nuanced view of where we are and the gaps that persist. The arch of the experience of millennials, which now dominate the workforce has not been great. They make up the largest generation of 30-somethings we have ever produced - more than 12,000 are turning 35 everyday - and they are struggling. They were children during the boom of the 1990s, the last time income inequalities narrowed and entered the millennium with the existential threat of Y2K. That was the computer bug that threatened to leave cities in the dark and wipe out people’s bank accounts. Then there was the contentious presidential election of 2000, which wasn’t decided in the courts until December. The tech bubble burst, which triggered what was a mild recession but proved hard to escape. Wages stagnated, in part with the expansion of globalization, and a it own failure to upskill and retrain those hit hardest by globalization. We kept extending credit to paper over the gaps left by rising inequality, this time in the mortgage market instead of credit cards. Remember NINJA - no income, no job applications - which expanded home ownership. People were servicing their debt (if that) with the equity they extracted from rapidly inflating home values. Home prices need not fall only slow to trigger a surge in defaults and foreclosures. They graduated high school and college into the Great Recession and subpar recovery that followed. That dealt a lifetime blow to their earnings. C-suite executives lamented at their lack of loyalty; those narratives were false. Millennials hopped jobs less than previous generations. Then we entered a pandemic, which seemed to rip us apart. They got a massive reset as the economy reopened and hiring soared. They changed jobs, formed households, stated families and wanted to buy a home, the epitome of the American Dream. They were chasing a moving target. Housing affordability cratered, while the crisis in childcare worsened. It is little surprise that they feel shorted. Their lives have not been easy; they are working harder for fewer rewards than their predecessors. The pandemic brought simmering problems to a boil. Instead of minimizing or politicizing that pain, take a moment to walk in their shoes. Other research this week showed that compassion and empathy has risen since early 2010s, just as this generation came of age. Hope amidst the chaos, despite the cards they were dealt.

Why are Gen Z and Millennials walking away from six-figure jobs? Last month, a friend of mine- top-performing analyst at a global firm resigned. Her salary was enviable. Her performance was also top notch. But when asked why she left, her answer was disarmingly simple: “I couldn’t see the point anymore. I had money, but no meaning. No growth. No life.” She’s not alone. In 2025, Gen Z and Millennials now make up the majority of the global workforce. And they’re not staying for money or free snacks. So what actually motivates them to stay? Recent global surveys (Deloitte, Gallup, McKinsey) paint a clear picture: 55% want better compensation – financial security is still a top concern. 86–89% say a sense of purpose is essential to job satisfaction. 72% of Gen Z have quit or considered quitting over lack of flexibility. Nearly 70% expect career advancement within 18 months. 77% say a workplace that supports mental health is critical. This is a shift in priorities—not a loss of ambition. Younger professionals are willing to work hard, but they want more than just a paycheck. They’re looking for roles that align with who they are, support their well-being, and help them grow. The question for employers isn’t just “Are we paying enough?” It’s also: “Are we offering meaning, balance, and a future?” Because today, purpose is not a perk. It’s the point. #FutureOfWork #GenZ #Millennials #WorkplaceCulture #TalentRetention #Leadership #EmployeeExperience

As an early career employer branding consultant, I've worked with Fortune 500 early talent teams to attract and recruit early talent for their programs. Here are 3 things that students and recent graduates really want to know about your company: ⭐ Where’s your dedicated early careers page? I love seeing when a company has a dedicated webpage for its early-career programs. This signals how much your company is investing in recruiting early talent. Whether it's a standalone page or a link on your general career page, it serves as a concise hub for everything students need to know about your internship and graduate opportunities. Easy things to add on this page: → FAQ about your programs → Detailed hiring timeline/application process (TikTok does a great job of this: https://lnkd.in/gaamH8E2) → Testimonials from current/past early talent → Links to open opportunities or info sessions you're hosting Some of my favorite early career pages: TikTok (https://lnkd.in/gaamH8E2), Paramount (https://lnkd.in/gxnXnaKT), Netflix (https://lnkd.in/g597BXXC), Bloomberg (https://lnkd.in/g349Es6H), and Capital One (https://lnkd.in/gQahHPkW) ⭐ Why YOUR company? Yes, you’re a Fortune 500. Yes, you’re making billions in revenue. Yes, you offer Pizza Fridays but why YOU? Nowadays, a lot of companies offer the same perks or talk-tracks about why candidates should work there, but at this point, Gen Z has heard it all. Some questions to consider include: → What makes your company stand out amongst the crowd? → What opportunities can they get at your company that they won’t get at another? → How can you authentically share that through your company’s marketing and branding, social media content (because Gen Z is checking you out there), your job descriptions, etc? ⭐ Where can they meet recruiters at your company? If you’re going to be at any conferences, campus career fairs, or virtual recruitment events, make sure your recruiters are posting about it on LinkedIn and other channels! And bonus: they want to meet your interns and your entry-level hires. Why? They want to hear their genuine experiences at your company, not the same recruiter spiel over and over. 👀 How can you make that happen? → Inviting them to speak on panels (virtual or in-person) → Sharing day in the life content on your socials → Team up with campus organizations to host info sessions, especially ones that your top hires are involved with. → Provide perks to those who create organic content about your programs This is an opportunity for them to learn something new about your programs through word of mouth, not easily google-able. ❓ Early career professionals, what else do you wish recruiters knew about how to attract you to their programs? Comment down below! #earlycareer #entrylevel #employerbranding #earlycareerrecruiting #theninthsemester