Three Keys to Attracting & Retaining Millennial Employees

Posted by Ryne Inman on Nov 8, 2016 9:08:39 AM

attracting and retaining millennials

Millennials are the most mobile generation in history.

In their lifetimes, everything from phones to the internet have gone from rooted connections to roaming, unchained necessities in daily life.

Their perspective towards a career has done the same—especially compared to previous generations.

An early 2016 Gallup poll found that 60% of millennials were open to new job opportunities. On top of that, 21% have changed jobs within the last year, triple the number of those in other age demographics.

Millennials have no qualms about moving from job to job or company to company in pursuit of career advancement. The combination of their mobile upbringing and a lack of loyalty to corporations (likely due to their experience with economic recession and job losses) means that retention of this huge generation is an issue across the board. But, you can take preemptive steps to avoid issues by appealing to other common traits among this generation.

A Path Forward

This generation wants more from a job than just a paycheck. Now, this doesn’t mean they don’t value their pay. A staggering 42% of millennials have student loan debt. But beyond monetary fulfillment, they seek to be part of a cause and part of a big picture goal. They want to contribute and see a progression in their contribution to an achievement.

Two places you see this manifesting itself are in the explosion of “cause marketing” (when a company advertises a product by tying its sale to a charitable group) and “gamification” (turning everyday tasks or goals into a game, granting points and levels up when tasks are completed) in recent years.

While you don't have to turn every job duty into a point-giving task for millennials, understanding how much progression and a path forward matter to them will improve their work and make them more likely to stay.

Continued Learning

Alongside a career path/progression, millennials value continuing their education. They want to gain new knowledge with experience, whether it is specific to their industry or something that adds to their employment value.

Whether you can offer lunch and learn sessions, pay for a portion or all of an employee’s continued education, or encourage cross-departmental learning for those interested, millennials will value your commitment to their development.

Guidance

One of the earliest reads of the millennial population (that turned out to be inaccurate) was that they were a coddled, needy generation that required constant supervision. The reality is that they have a strong urge to please their superiors and a desire to stay on the right track to remain efficient. They grew up in an educational environment that began to heavily value testing, meaning there was a right and wrong way to do things.

A weekly check in, or whatever arrangement works best for each manager, should be enough to prevent too-frequent contact from millennial employees. Most of the time, the certainty of knowing there is someone and a specific time to turn to for questions and feedback will be enough to keep them on task and out of managers’ offices.

There’s nothing that can guarantee a high retention rate, but making your culture attractive to millennials, and focusing on the short-, medium-, and long-term of their careers can make a huge impact. Remember that they value many of the same things as previous generations, but the way they seek to achieve them manifests differently.

trends in relocation

Topics: Millennials & Gen Z, Recruiting

[New Data] The Best Cities Across the U.S. for Active Job Seekers

Posted by Aria Solar on Oct 24, 2016 11:24:27 AM

best cities for job seekers

Staying on top of current statistical trends is one of the best things you can do for your recruiting and relocation programs (and really, your business as a whole).

By getting ahead of what's happening in the market, you're able to prepare yourselves and your teams for what to expect in the coming months.

One data set you can look at as it relates to recruiting and relocation is key industries that job seekers are looking to join, along with the cities in which they're looking to join those industries.

We've got that data for you here. 

ABODO recently analyzed employment opportunities in the top-five fastest growing industries in the 25 most populous cities in the U.S. and compiled this report on the best cities for job seekers. Sam Radbil explains:

"We know that moving is stressful and that there are many pieces to the moving puzzle. With that in mind, we set out to provide job seekers who might be relocating, with information that will help them find a better job in the city that they live in or in the city they're moving to. And since job growth has been steady, we wanted to find out what industries are the fastest growing and where those jobs exist among the major cities." 

As national unemployment rates continue to see significant improvement compared to what we saw in 2009 (where unemployment rates were at about 10%, versus today's 5%) the growth we've seen can primarily be attributed to a few industries. 

Below are the industries experiencing high growth. alongside the cities where candidates are looking to fill potential opportunities:

Chart_Top25CitiesFastestGrowingOccupations1_1.png

*Taking into consideration that the above cities are large in size and thus have large job markets, ABODO used the Bureau of Labor Statistics’ location quotient, which compares an occupation’s prevalence in a specific location to its national prevalence, based on total employment instead of total population.

A few key findings from the report

  • Job seekers in community & social service will find the most opportunity in Philadelphia, Boston and New York
  • Job seekers in computer & mathematics will find the most opportunity in San Jose, San Francisco and Washington, D.C.
  • Job seekers in health care will find the most opportunity in Philadelphia, Detroit and Boston
  • Job seekers in construction & extraction will find the most opportunity in Houston, Denver and Fort Worth
  • Job seekers in arts, design, entertainment, sports & media will find the most opportunity in Los Angeles, New York and San Francisco
  • Nearly 125 of every 1,000 jobs in San Diego is in computers and math
  • In New York City, 52.8 of every 1,000 jobs is in healthcare
  • In nearly every case, metropolitan areas were among the best places to find jobs in the fastest growing industries, aside from farming, fishing, and forestry which grew 7.95% from 2012 to 2015, adding 79,000 jobs nationwide.

Radbil of ABODO further explains:

"It's clear that opportunity is available in major cities across the country. Whether you're a Millennial looking for your first job after college, or a Baby Boomer starting a new career, it's important to know where to look for the fastest growing jobs in your industry and in your city. From social services to health care, jobs are available if you're looking in the right places. And if you're simply a person looking for a fresh start in a new city, this information could be extremely helpful in your search for your next home."

How can you use this information to plan ahead?

Looking at this information and keeping it at the forefront of your mind as you plan for the year ahead, you're able to predict where employees will be looking to relocate. And, if your business is located in one of these fast-growing cities, you can see which industries (thus, which potential open roles at your company) will be flush with candidates. This helps your internal teams predict whether or not you'll need to broaden your recruiting reach from outside of your backyard for specific roles right from the start.

Additionally, if your company is looking to expand and open new offices in new cities, you can do this strategically using proven data on where you'll be able to find the most concentrated amount of employees in any given industry.

Looking at numbers like this on a regular basis helps us make strategically-charged decisions, instead of decisions based off of conjecture or intuition. Relocation should be just as data driven as any other component of your business, you just need to uncover the right information and apply it in a thoughtful and segmented way.

using data for relocations

Topics: Recruiting, Campus Recruiting

3 Elements that Make Recruiting in Healthcare Different from Other Industries

Posted by Aria Solar on Sep 29, 2016 2:57:31 PM

recruiting in healthcareEvery industry faces its own set of unique challenges when it comes to finding talent and filling jobs—especially when those jobs require a specialized, and thus hard to find, skillset. 

One way to compensate for this is to identify your own set of specific challenges, and then work to uncover the solutions that address (and ideally, aim to solve) them. 

In doing this, you're able to get ahead of the roadblocks holding you back, putting your team ahead of competition.
We're going to dive into 3 elements that make recruiting in the Healthcare field a little tricky, and then offer some solutions to overcome them.

1. The Inverse Relationship Between Available Jobs and Available Talent

Put frankly, there are simply not enough medical professionals available for the positions that hospitals and institutions alike need filled. This makes it even more difficult to recruit in Healthcare than it already is—especially in niche specialities where there isn’t a big candidate pool to begin with.

Dr. Kate Tulenko, Health Workforce Expert at IntraHealth International, explains,

“Healthcare is hands down the most regulated industry in the world. Before hiring someone, you have to check with every facility they ever worked in to find if there were any quality or disciplinary problems, you have to check every medical malpractice insurance they have had for almost their entire career. Not to mention, there are literally hundreds of different types of jobs to fill and hundreds of different types of trainings, qualifications, certificates, licenses.”

The truth is, specialized talent isn't always going to come to you—sometimes you have to go to it. This often means widening the cast of your recruiting net, starting on the domestic scale and then moving to a global reach as you develop your program.

There is only one way to execute this: relocation.  

Relocation should be viewed as another tool to leverage and add to your recruiting tool belt—it doesn’t have to be something you avoid or use as a last resort. And, if you take a proactive approach to relocation and create a structure ahead of time that guides employees through their transition, you’ll see your employees up and running much faster, along with significant improvement in the efficiency of your organization—both from a time and a cost savings perspective.

2. Working with Employees Who Have the Leverage 

Another aspect that makes recruiting in Healthcare a little more challenging than other industries is the leverage that can exist on employee side of things. 

Like we said, it's a war for talent out there, and medical professionals know it. As a result, they're able to use their upper hand to get a more extensive and attractive relocation benefits package. This can be an especially difficult problem to navigate for companies constrained within a certain budget who may find themselves up against a candidate who will only accept if you agree to pay the mortgage on their vacation home and move all 5 of their boats. 

Unfortunately, this is simply the world we live in when it comes to Healthcare. When you're trying to fill a super-specialized role that only a handful of doctors have the required skillset for, there's not much you can do as it relates to maintaining leverage.

This is why it's important to have a relocation program in place that allows you to easily move between tiers and adjust certain dollar amounts or caps as needed—otherwise, you could find yourself agreeing to terms you didn't necessarily have in your budget.

Another situation where this challenge can rear its ugly head is when you're recruiting for, let's say, a specific research position, and your candidate will only accept if you agree to move them and their family, along with their entire medical team. 

Sure, you might have the budget to give one employee a full-service move, but you probably don't have the budget to give the same treatment to his or her nurse practitioner, receptionist, research assistant, and any other staff they may have on board. 

This is another instance where having tiers within your relocation policies is so beneficial. In this instance, maybe you offer your head candidate a top-tier relocation package, but then scale the relocation support down as you reach lower levels of staff. This way, you're still able to offer relocation assistance to all of employees involved in the move, but you aren't necessarily breaking the bank to do it.

3. The Lack of a Defined and Strategic Relocation Process

The primary reason for this challenge is because the responsibility of relocation in Healthcare organizations often falls on Recruiting or HR teams, and they’re unfortunately not always equipped with the right resources to execute each and every relocation.

Not to mention, since relocation is just one of their many tasks, they don’t always have the time to dedicate full and undivided attention to it. This, combined with the complexities within Healthcare, lead to what can be a rocky path to navigate.

Melissa Zeitunian, HR and Accounting Director at TRIARQ Health, addresses the complexity piece and explains some of the largest challenges she sees in this industry:

  1. Specialty software in Healthcare needs to be built uniquely to each platform it works on or with—skills frequently do not translate from one platform to the next
  1. Due to Healthcare’s continuously changing regulations and compliance challenges, it’s difficult to uncover those whom are either aware of or are multi-functional enough to address these issues and identify potential solutions from a technology perspective
  1. Real world experience is heavily valued and critical to success in the Healthcare field, so bridging this gap between university work and ‘real world’ and identifying which is more important creates its own set of challenges
  1. Web-based outreach is more challenging to achieve in a non-web-based community. Most independent medical practices lack a website/online property

Leveraging a strong and thoughtful relocation program will improve your company’s hiring brand, which in-turn helps differentiate you from competitors. Don’t wait until after an offer is accepted to start talking about relocation—it should be something to use as a recruiting tool from the very start. 

Additionally, by striving to work proactively instead of reactively, you give yourself and your team some breathing room to make sure you're truly presenting the best and most cost-effective relocation package to the most qualified candidate for the job. 

Prove to your candidates that you invest in resources that push the envelope, embrace technology, and create a more efficient way to do things—it will be noticed by your hiring pool and could even be the deciding factor for your potential employees. 

Every industry has its own set of challenges that make it unique in comparison to others, but each and every challenge can be met with a solution—it just takes the right mindset in order to find a way to get there. 

recruiting in healthcare

Topics: Recruiting

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