The Millennial Generation is classified as those people born between 1980 and the early 2000s. Many employers have some preconceived ideas about this generation. Millennials have a reputation for being needy, selfish, and unreliable. But is all of this really true? Or do Millennials have a lot to offer employers, especially in the field of engineering?
Some Surprising Facts About Millennials
While many hiring managers have some preconceived ideas about the Millennial Generation, UNC Kenan-Flagler Business School and The Young Entrepreneur Council recently published an infographic that shows:
- By the end of 2014, millennials will make up 36% of the US workforce. By 2020, this number will increase to 46%.
- 52% of millennials feel employers offering opportunities for career growth and development are more attractive than those that do not.
- 65% of millennials state that the most influential factor for accepting a position is the opportunity for personal development.
- 25% of Millennials view training and development as the biggest benefit an employer can offer its employees.
- Millennials value meaningful work, high pay, and a sense of accomplishment.
One of the most interesting insights in the infographic is that Millennials put a high value on training and career development. Perhaps this is the key to keeping Millennials loyal to an employer over the course of many years, one of the biggest sticking points that employers have when it comes to this generation.
Advantages of Hiring Millennial Engineers
Now that we understand what Millennials want in a job, it’s important to take a look at the advantages of hiring Millennial engineers for employers:
- Tech-savvy: Millennials have grown up with computers, and they are the most connected generation. They are quick to learn and adopt new technologies, and can help other engineers get on board with new and innovative systems that will help the firm run more efficiently.
- They enjoy working in teams: While they have a reputation for being the “Me Generation”, Millennials are also a product of team learning. In school, they were grouped in teams in almost every classroom, and they’ve learned how to work well with a diverse set of teammates to accomplish a goal. They enjoy bouncing ideas around, and getting and giving feedback.
- Will work for praise: Millennials are used to getting constant feedback and praise from their parents and teachers. They will seek this out in the workplace, which can be a bit taxing for managers, however, Millennials will work a little harder to get the sense of pride they feel when managers do provide them with that much-desired approval.
- They don’t chase salary: Millennials want to work for organizations with values and philosophies that align with their own. They are willing to accept less money if it means they can find that alignment. They also value work-life balance and are willing to trade salary for quality time with family and friends. This means that they can be a most cost-effective hire than an engineer who may be chasing dollar signs.
- They aren’t afraid to innovate: Workers of other generations may have lots of ideas on how to improve processes and systems but they rarely share those ideas for fear of rocking the boat. Millennials were encouraged their entire lives to “express themselves” which means they aren’t afraid to try new things or speak up if they see a better way.
Not all Millennials have these traits or fall into these neat boxes. However, firms that may have avoided hiring Millennials due to preconceived ideas about the “Me Generation” may wish to reconsider their stereotypes, as Millennial engineers have a lot to offer their employers.
If you are looking for new engineering talent to breathe life into your firm, Dunhill Staffing can help. Our team of experienced recruiters can get you a leg up on your competition when it comes to connecting you with the right candidates for your engineering positions in the Southeast region and beyond. Contact us today to learn more about our proven methods of success.
