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.

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.

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

Deloitte's newest Gen Z and Millennial survey finds only 6% of workers in both generations say becoming a leader is their primary career goal. Those quick-to-the-draw might think these people simply lack ambition and drive. But the research not only directly refutes that, it shows 76% of Gen Z and 67% of Millennials still want to reach senior leadership one day. So how do we make sense of this? Deloitte's conclusion carries a punch: after watching what leadership demands today, many younger workers have simply decided the role isn't worth it. What they see are leaders who are stressed and burned out, carrying excessive responsibility, constantly connected, and struggling to maintain any semblance of work-life balance. For many of us who made it up the ranks in an organization, we sacrificed our health, our family and our personal time in exchange for the status, compensation and responsibility that enhanced our careers. But today, the expectations of a being leader have grown even more extreme – always being on and needing to be on – is just one straw that makes the deal undesirable. Realistically, it's gonna be very hard for companies to grow senior leaders if people who could ascend into them never climb onto the first rung. So, if organizations want people to actually raise their hands, the job itself has to change. It can't mean unlimited availability with no boundaries. It can't mean absorbing everyone else's workload while no one absorbs yours. And it can't be the one role in the company where nobody checks whether the person in it is okay. The 6% isn't a talent shortage. It's a reflection of what workplace leadership has become.

Every generation brings a valuable new perspective to the workforce. As leaders, it’s our job to ask, listen and learn from them to create a future of work that works! Gen Z and Millennials have proven they are champions of making real impact. And as a mom to two Gen Z daughters entering the workforce, I’ve taken notice. To them, purpose isn’t just a buzzword. Far from it! So as leaders, how do we adapt to this paradigm shift? For starters, we need to look at *why* purpose-driven work is so important to next-gen talent. Our new Deloitte 2024 Millennial & Gen Z report (read it here 📲 https://deloi.tt/3Xc1uM3) breaks down this shift in workplace expectations and how leaders can best help this next generation thrive. These key findings stood out to me most: 1️⃣ Purpose Powers Satisfaction: Alignment of organizational purpose with personal values is a driving force behind job satisfaction and well-being for 86% of Gen Z and 89% of millennials.     2️⃣ Work/Life Balance Reigns Supreme: Flexibility is a prerequisite, not a perk, and remains the top consideration for both generations when choosing an employer. As leaders, fostering environments that prioritize flexibility is paramount.    3️⃣ Optimism Amidst Challenges: While concerns about the cost of living persist, there’s a glimmer of hope as nearly a third of Gen Z and millennials anticipate improvements in both economic and personal finances over the next year — the highest percentage the survey has seen since before COVID-19.     4️⃣ Taking Mental Health Seriously: Only about half of Gen Zs and millennials rate their mental health positively, and with 30% worrying that their manager would discriminate against them over stress and mental health concerns, there’s room for improvement when it comes to speaking openly about mental health at work.    The next generation is clear about the support and culture they want from the organizations they work for — and it’s up to us as leaders to evolve with the workforce, and make the workplace set up for their success, and with it — the best work possible.   

What do millennials really want in the workplace? Even though Gen Z is the next generation entering the workforce, millennials remain a core part of any organization. For companies to grow today, they need to get what matters to millennials. I’ve interviewed many millennials and uncovered valuable insights about what drives them. Their priorities? They’re clear and compelling. ➔ Take authenticity: Millennials crave genuine interactions and transparency. It’s not just a buzzword for them; it’s essential for engagement. ➔ And don’t forget about purpose: Millennials are driven by meaningful work. They want to contribute to something greater than themselves. ➔ They value continuous learning: They’re eager for opportunities to develop and expand their skills. Investing in their growth pays dividends. ➔ Feedback is crucial: They thrive in environments where open communication is encouraged. Constructive feedback fuels their success. Understanding these lessons can make all the difference in today's dynamic work environment. So, how is your organization adapting to meet the needs of millennials?

Video interviews are the norm these days, so, students and grads here are some tips to help you prepare: Check your internet, camera, and mic beforehand. The VC platforms (Teams, Zoom, etc.) are quite different. Do a practice run. Connect a few minutes early in case of last-minute glitches (you'll be stressed enough already). Find a quiet, well-lit space with a plain background. Avoid messy wardrobes or posters, or your bed. Make sure your camera is at eye level—stack books or use whatever you have (I've used suitcases, books, and my child’s toy box over the years!). Wear professional attire, head to toe. Ditch the PJ bottoms - it’ll help you feel more polished. Plus, if you need to stand up unexpectedly ... :) Research the company, practice common questions, and practice your elevator pitch (in front of a mirror or with a friend). You won't have people across from you, so online interviews can feel a bit "flat". Bring a bit more enthusiasm. Look into the camera - it’s like making eye contact in real life. Have a glass of water handy. If you panic or need time to think, take a sip. It gives you a moment to gather yourself without it being obvious. Only ask questions if you genuinely want to know. If time is tight, as online interviews often have a time limit, don't scramble to say something. Wrap it up, thanking them for their time. (Pop them an email after if you think of something you forgot to ask). Confidence comes from preparation. You’ve got this - good luck! #CareerTips #VideoInterview #JobSearch #CareerCoaching #GraduateRecruitment Please share.

"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

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

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.