HR Trends: 12 Ideal Perks for Recruiting Top Millennials

Welcome to the new world of employee recruitment as Millennials are replacing Baby Boomers. Work-life balance is the No. 1 priority for Millennials – ages 18 to 33 – especially those who are parents.

So new recruitment strategies are needed. In fact, a 2015 EY study reveals Millennials are so concerned about work-life balance they’re willing to relocate to get it from employers.

But, there’s more. As Millennials get older – ages 25 to 29 – many are frustrated because it’s been getting hard to find employment that provides a work-life balance. Why?

stockimages male femaleSeventy-eight percent of them have working spouses with children and they’re being promoted into management with more work responsibilities.

Thirty-eight percent of this demographic say they’re open to moving abroad for more work flexibility.

Many are also willing to pass up promotions and better-paying career opportunities.

It might surprise you to learn Millennial men are more vocal about it than women.

It’s fairly common knowledge that non-financial incentives motivate most employees. However, recruiting the best Millennial candidates requires more ingenuity.

What can you do about this conundrum? You can do plenty if your cash flow is good.

… Millennials are so concerned about work-life balance they’re willing to relocate to get it from employers.

You can enhance your recruiting with 12 perks:

1. Offer student loan repayment reimbursement

Employers, including government agencies, offer student loan assistance.

2. Keep an open mind about a remote work environment

Evaluate each of your business traditions to see if you can contemporize them from the perspective of Millennials. This works for optimal morale of self-driven employees.

For example, in leveraging Podio or Skype, can you have virtual participation at meetings or does everyone have to be present in-person?

Flexible work scheduling is more difficult for management. But it’s possible to manage flexible work scheduling.

3. Evolve your remuneration holistically

Look for ways to modify your compensation and benefit packages as a whole so they can meet your candidates’ concerns about work-life balance as young parents. That includes parental flexibility and leave and paid health insurance for employees and their families.

4. Develop a culture providing meaningful projects

Target and solicit customers who need significant help. Millennials want to make their mark in society by making an impact.

They also can be a powerful weapon for high performance. Take steps to motivate employees to offer profitable ideas.

5. Provide a platform to give employees a chance to be influential

In a sense, Millennials have become entrepreneurial. Such employees enjoy autonomy and being allowed an impactful voice.

In fact, employees can help with your strategic planning.

Let candidates know they’ll be valued for their contributions …

6. Advance and maintain the values of your culture

Millennials are interested in more than working for a paycheck. They desire to work for what they consider to be their ideal company – one that addresses their concerns about family.

Fashion and maintain your culture to prevent growing pains and threats.

Let candidates know they’ll be valued for their contributions – that their individuality will be appreciated in a collegial environment. They’ll be happier when they go home.

7. Keep your staff in mind while effectively market your business

Millennials want to work for a relevant, cool company – they want to brag about their employer and about their work.

So position your organization to be an enviable place to work. For instance, enter your projects into contests to receive awards and then generate positive PR. Don’t forget to use tools of social media from an HR perspective to enhance your reputation.

8. Provide stellar training

Millennials prefer strong training programs that are effective and fun. After a training module, provide access to a mentor who is helpful but not overbearing. Don’t give the sense that you’re micromanaging.

9. Provide reimbursement for professional activities

Millennials are motivated to enhance their skills. If they attend a networking group or a conference, reimburse them.

By elevating their skills, you’ll also benefit from the buzz they create from being proud to work for you.

10. Offer food and flexibility

Assuming you’ve hired dependable, motivated employees and to encourage top performance, consider the Google approach with free food and flexibility.

Free lunches and flexibility in work schedules are benefits they appreciate.

11. Organize a top-shelf social committee

Hold company events staged by a group of your employees. Candidates will appreciate knowing employees are given a voice in creating activities – from charitable to sporting events.

12. Offer travel assistance to work abroad

For employees who can telecommute on projects, consider work abroad days to prevent burnout. You don’t necessarily have to pay for the full travel costs, just a portion to create memorable opportunities for your employees to freshen their perspective.

Obviously, recruitment is more expensive with Millennials replacing baby boomers. If you have the budget to implement these perks, you’ll get a competitive edge for decades to come.

From the Coach’s Corner, see these related articles:

HR: Overcoming Tech Trends, Boomer Retirements — There are ominous implications for human resources departments — from the same tech trends that have empowered consumers to force businesses into the digital age.

Write Better Job Descriptions to Attract Best Talent – 16 Tips — To inspire the best candidates to apply for your opening, there are at least 16 strategies to incorporate in your job description.

HR – Do you Partner with IT for Top Online Recruiting? — If you’re talented in recruiting the best talent, talented applicants will appreciate your talent. That underscores the need to partner with information technology in online recruiting.

HR Trends in Talent Management Using Technology — Despite all the talk about the use of technology in talent management, the majority of human resources departments are behind the curve. Why? A study shows 72 percent of HR departments reveal they’re not using such tools.

Hiring? 4 Pointers on Negotiating Wages with Job Applicants — Some employers have had difficulty in successfully extending job offers to applicants, especially Millennial professionals. It’s not uncommon to interview applicants who aren’t shy in negotiations with their inflated egos and salary expectations. Of course, that wasn’t the case in the Great Recession.

“Liberty is the right to discipline ourselves in order not to be disciplined by others.”



Author Terry Corbell has written innumerable online business-enhancement articles, and is a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.

Photo courtesy of stockimages at

How to Get Great References for a New Job or Client

Whether you’re interviewing for a job or trying to entice a new client, don’t take your references for granted. They will be a big factor in influencing your success.

You need to spend enough time and energy cultivating and selling your references, too.

If you haven’t already, do a personal SWOT analysis of your strengths, weaknesses, opportunities and threats.

ID-100233979 (1) stockimagesYour resume or CV should, naturally, should market your achievements and how you provided value. That goes for the interview process, too.

No shortcuts

But to maximize your chances, make sure your references do the job, as well. Third-party endorsements are quite valuable.

So don’t take shortcuts with your references.

Make sure you have credible, quality references. Savvy employers will research the quality of your references.

See to it your references are very familiar with your achievements. Protect your turf.

Act as if you have outstanding competitors so you must take precautions to make sure they do an outstanding job in answering questions about you.

Before selecting references, write down your list of achievements.

Selecting references

Think about who is best able to verify each of your strengths.

You’ll need great communicators – people who are businesslike and know when and what to say succinctly.

Windbags won’t work because when they talk too much, they create more questions and doubt in the minds of interviewers.

Choose from your list of contacts from executives and bosses to your former co-workers and subordinates.

Show consideration – ask for an appointment before asking for their endorsement.

Then, be certain they know about your approach in marketing yourself.

Prepping references

Provide them a resume and illustrate your achievements so they know what to stress to your prospective headhunters and employers.

Quality people might be very busy, but they’re usually honored to be asked to be a reference in your behalf.

When you ask them for permission, be direct: Will you endorse my achievement(s).

Make certain your reference won’t provide too much information. Proactive interviewers will ask your reference for names of other people who know you.

Windbags won’t work because when they talk too much, they create more questions and doubt in the minds of interviewers.

You might not want them to suggest names of people who would hurt your cause – people with whom you’ve had a toxic relationship.

Even if there’s only a remote possibility, approach those people anyway. Admit the two of you have had fireworks and ask the person to consider being a reference for you.

Usually these people will agree to be a reference, which means you now have a workable communication. But don’t list the persons as references. They might be contacted anyway so take preventative action just in case.

Anticipating questions

Prep your references so they’re prepared to adequately answer logical questions by interviewers. Coach them if necessary.

Note: The person should be prepared for mostly open-ended questions, not questions requiring a yes or no answer.

They include:

  1. How did you meet the person?
  2. How well do you know the person?
  3. Why did the person leave the employer?
  4. Was the person put on an improvement plan? How’d it go?
  5. What are the person’s strengths?
  6. What were the greatest accomplishments?
  7. What are the person’s weaknesses?
  8. Would the person ever be re-hired?
  9. Who were the supervisors?
  10. Did the person meet expectations?
  11. What type of leadership skills does the person have?
  12. How was the person’s approach to working with co-workers? Was there mutual respect?
  13. Tell me about the person’s punctuality and dependability.
  14. What else would you like to mention about the person?

Stay in touch with your references. Keep them apprised. Be gracious in showing your appreciation. In addition to any verbal communication, a well-written thank you note is the right thing to do.

From the Coach’s Corner, here more comprehensive job-hunting tips:

Guidelines for an Effective CV to Land Your Ideal Job — If you’re pursuing a career in academia or research, you know a curriculum vitae (CV) is a basic requirement to get consideration for a position. It’s also applicable when applying for fellowships or grants. Here are best practices for a CV.

Job Hunting? Tips to Land Your Dream Job with Style, Substance — Yes, the competition for jobs is ferocious. Here are proven tips to be hired for your dream job.

Discouraged in Job Hunting? Powerful Tips for the Best Job — Whether unemployed or under-employed, a person needs two things: A sense of hope and the right tools to negotiate a job. Here are both.

Job Search: 15 Tips to Improve Your Odds — If you are unemployed, you are probably feeling desperate. But take heart. Here are 15 proven strategies.

Best 11 Tips for a Super Elevator Pitch — Whether you’re looking for a job or more customers for your business, one skill you definitely need is a great elevator pitch. Here are 11 tips.

Praying for a Job? Key Questions to Ask Interviewers — Employers prefer inquisitive applicants. It shows their interest in a company and communication abilities. There are two benefits if you ask the right questions in a job interview. Firstly, you shine compared to your competing job seekers. Secondly, you get the right information to make the best decisions.

Career Advice — Avoid Applying for Jobs Online — As a job-hunter you know that a significant number of companies, nonprofits and public-sector agencies use an online tracking system to accept applications and screen out applicants. It cuts down on their paper work and saves them time. If you must apply for jobs online, you can take steps to stand out from the competing applicants to sail through human-resources filtering systems.

“Make sure your worst enemy doesn’t live between your two ears.”

-Laird Hamilton


Author Terry Corbell has written innumerable online business-enhancement articles, and is a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.

Photo courtesy of stockimages at

Lesson about Passwords after Theft of 16,000+ UCLA Patient Records

Unfortunately, we’ve learned another lesson about passwords at the expense of 16,288 patients who’ve been treated at UCLA’s network of hospitals and clinics.  The patients’ sensitive information are in the wrong hands following a burglary of a doctor.

The information was on the computer hard drive stolen from a doctor’s home, according to an article in the The New York Times (UCLA Health System Warns About Stolen Records). Medical records of the patients included addresses, birth dates and medical information covering July 2007 to July 2011.

The possible good news: The personal medical data was encrypted. But the alarming news: A piece of paper containing the password to the medical records was missing from the doctor’s home.

ID-10070889 imagerymajestic“Rule 1 is never write down passwords,” warns nationally known security expert Stan Stahl, Ph.D., of Citadel Information Group in Los Angeles.

“Rule 2 is – if you’re going to break Rule 1 – do it securely,” he adds.

“If you must write a password down, write it on a piece of paper the size of a credit card and keep it in your wallet with your credit cards and your driver’s license,” explains Dr. Stahl. “And just write the password: write ‘15Blah-blah-blah’ not ‘my laptop password is ‘15Blah-blah-blah’.”

You can get more of Dr. Stahl’s insights on his security blog and his Web site.

From the Coach’s Corner, here are additional cybersecurity tips:

Most Small Businesses Make You Vulnerable to Credit Card Fraud, ID Theft – Study — A whopping 79 percent of companies in the U.S. and U.K. experienced Web-borne attacks, according to data released in 2013. These incidents continue to represent a significant threat to corporate brands.

Security Precautions to Take Following Citibank’s Second Reported Online Breach — Citibank’s admission that private information of 360,083 North American Citigroup credit card accounts was stolen by hackers in 2011, which affected 210,000 customers, serves as a warning for all businesses and consumers to take precautionary steps. The bank’s May 2011 security breach wasn’t reported until weeks later.

BYOD, Mobile-Banking Warnings about Security Prove Prophetic — Not to be gauche, but in 2009 you saw the Internet security warning here first – mobile banking is so risky an IT security guru said don’t do it. The warning was prophetic.

Protect Your Bank Accounts So You Can Sleep at Night — Imagine for a moment — you’re sitting at your desk enjoying a second cup of morning coffee. Then, your phone rings. It’s a call from your bank to discuss possible fraud. Your bank is concerned about possible suspicious activity with your accounts, and wants to make sure you’re not a victim.

“If you spend more on coffee than on IT security, you will be hacked. What’s more, you deserve to be hacked.”

-Richard Clarke



Author Terry Corbell has written innumerable online business-enhancement articles, and is a business-performance consultant and profit professional. Click here to see his management services. For a complimentary chat about your business situation or to schedule him as a speaker, consultant or author, please contact Terry.

Photo courtesy of imagerymajestic at

Seattle business consultant Terry Corbell provides high-performance management services and strategies.