ENGAGING MILLENNIALS
IN THE WORKPLACE
© 2016 Dwyer Group
Why You Should Hire Them
& How to Keep Them

Dwyer Group 1010 N. University Parks Dr. Waco, TX 76707
ARE MILLENNIALS GETTING A BAD REP?
With a reputation of being self-entitled, lazy and part of the “all-about-me” generation, it may be
difficult for employers to grasp how much they need this group of young professionals. The research is
in, and study after study shows the Millennial generation is highly skilled, tech savvy and ready, waiting
and eager to marry into your organization, as long as you know how to court them.
Millennials, by definition, are the generation born between 1980 and 2004. Psychology Today predicts
they are already 75% of today’s workforce throughout the world. These young professionals are highly
educated, majorly in debt from student loans, and they want to be leaders—not followers. Despite their
self-centered reputation, the latest research shows they are sincerely misunderstood. According to the
Human Resource Management Center, 91% of Millennials are registered to vote, 68% active participate
in community service, and 53% are politically active. They are
more interested in the “big picture” as opposed to hyper
focused short term goal setting. They are optimistic and team
players.
75%
Psychology Today predicts that
of today’s workfoce is occupied
by Millennials.

Dwyer Group 1010 N. University Parks Dr. Waco, TX 76707
What Millennials Bring to the Table.
• Tech Savvy: These are young people who have grown up with technology, to the point where they’ve
never even seen a blackboard/chalkboard. They’ve been on computers since Kindergarten, and receive
their daily information from up to 3 devices (smart phone, tablet, laptop). They are connected, and
completely comfortable with upgrades and innovative changes to software technology.
• Cost Effective: This is a group of people who place their priorities above money. They look at the
overall benefits of a business: work/life balance, involvement in community, work environment and
values of employer.
• Team Players: Part of what make Millennials a good add to the workplace is their social strong suits.
They prefer working with others versus going it alone.
• Acceptance Seekers: Millennials aim to please and thrive on feedback. They are hungry learners be
cause they are continuously adding to their self-development and professional resumes.
• Self-expressive: These young professionals are creative and desire an invitation to contribute to the
team and overall goals of the project/company. They are innovative and will think out-of-the-box to find
new ways to reach results.
• Aware of competition: Millennials know their peers are lining up at the door. Having grown up
around the 2008-2009 recession, they also understand every job position is vulnerable, so are more
willing to seek to be optimal performers.
Recruiter.com conducted a survey and compiled a list of Millennial
characteristics, and we’ve added why these may be a plus for recruitment:

Dwyer Group 1010 N. University Parks Dr. Waco, TX 76707
Self-Selected Descriptors
In addition, these 20 and 30-somethings are impressed by experience rather than titles, and want to
be mentored and seen for their potential to move up. They see themselves as assets to be included with
generally easy-going and likeable traits.
Top 10 Phrases or adjectives that best describe Millennials
Friendly 85%
Thoughtful 73%
Intelligent 80%
Fun-Loving 65%
Creative 62%
Open-Minded 81%
Caring 71%
Responsible 73%
Independent 63%
Curious 59%

Dwyer Group 1010 N. University Parks Dr. Waco, TX 76707
Just because the Millennial workforce is the
largest employable group since the Baby-boomer
generation, doesn’t mean they are an easy “get”, or
are easy to keep. The extra work in recruiting them,
however, may be worth it once you have them on
board.
When it comes to the recruitment process,
Millennials are interviewing the employer as equally
thoroughly as the employer is interviewing them.
Although Millennials appreciate a rigorous process,
they insist on an innovative approach. In Deloitte’s
survey on this generation of workers, they found
that the hiring process itself is often a key indicator
of whether or not the Millennial will follow through
the entire hiring process, or become impatient and
bail early.
Millennials are now the largest
generation in the workforce.
of hiring managers say it’s difficult to
find & retain millennials.
14% say it is easy, 33% say neither
of Millennials expect to leave their job
in three years or less.
of hiring managers prioritize hard
skills over personality when hiring.
Only 21% say personality, 24% say neither
How to get them
-Bureau of Labor Statistics

Dwyer Group 1010 N. University Parks Dr. Waco, TX 76707
TOP PET PEEVES OF MILLENnIALS
regarding the hiring process
• Too many automated online applications, care isn¹t
taken to dive deeper into the recruit¹s work history/
experience from the onset.
• Not a true interactive experience for the end user/
recruit.
• Process takes too long, and some candidates fear
losing out on good opportunities when they are
submitting many applications at once - those
quicker on the draw have a leg up on the
competition.
• Not enough exposure to company culture, or on
ensuring the placement would be a good fit for all
parties concerned.
• Limited communication/transparency throughout
the process.

Dwyer Group 1010 N. University Parks Dr. Waco, TX 76707
the challenge
Long gone are the careers of
yesteryear with 30 year pensions
and 100% certainty of social
security. In fact, Millennials have
an exit strategy practically in place
before they accept a position. They
see job opportunities as mere 2-3
year stepping stones to their own
personal growth and professional
development. That is why it is more
important than ever to hone in
on their particular skill set to keep
them challenged if you want to hold
onto them.
< 6 Months
Would Never Leave
Don’t Know
6 Months - 1 Year
> 1 to 2 Years
> 2 to 5 Years
> 5 to 10 Years
> 10 Years
The single largest indicator of how Millennials differ from Baby boomers,
or even Gen Xers, is the length of time they see themselves working at a
company.
5%
11%
11%
22%
19%
12%
13%8%

Dwyer Group 1010 N. University Parks Dr. Waco, TX 76707
All millennials are not created equal
With such a large demographic it is easy to come up with general predictable behaviors, however, there are some
sub-categories among Millennials that make a difference in what kind of work they are looking for, or more importantly,
how long they will stay with one company. For instance, are they married with children? According to Pew Research,
Millennials are the least marrying kind. For the 26% who are, however, in addition to the skillset, optimism and
education they share with their peers, they bring a desire to commit to a company and stay put.
Millenial (2013)
68%
“There is a lot of
support for those
wishing to take on
leadership roles”
(Avg. = 59%)
“My leadership
skills are not
being fully
developed”
(Avg. = 63%)
“Younger employees
are actually
encouraged to aim
for leadership roles.”
(Avg. = 58%)
“I feel that I’m being
overlooked for
potential leadership
positions.”
(Avg. = 49%)
Plan to Stay in their Job Over 5 Years
Plan to Leave their Job Within 2 Years
68%
54%
42%
52%
71%
52% 57%
The Decline in Marriage Among the Young
% Married at age 18 to 32, by Generation
The Importance of Leadership
Training and Support
Gen X (1997)
Boomer (1980)
Silent (1960)
Source: Data from 1980, 1997, and 2013 are from the March
Current Population Survery; 1960 data are from the 1960
Census
PEW RESEARCH CENTER
65
48
36
26

Dwyer Group 1010 N. University Parks Dr. Waco, TX 76707
Forward Motion
At first glance, it may seem like Millennials are high-maintenance. A closer look at the research will
show that these young people have the makings of ideal employees to move your business forward.
They are smart, optimistic and innovative. They have fresh ideas, and most importantly they are natural
sharers of information about their lives through social media. If their workplace excites them, they are
going to shout it from the rooftops—more like platforms. Word of mouth advertising and testimonials
used to be what you might hear at the local barber shop or happy hour hang out. In today’s Millennial
culture the reach is far and wide nationally—even globally.
All About YOU
Millennials have been part of the workforce long enough now that there is a multitude of data
available to better understand their work ethic and general professional make up. What’s important to
remember is the reputation of misplaced ambition or a desire to get “all of the credit for minimal work”
may have been premature. In fact, these workers may be exactly what your organization needs to raise
morale, bring teams together or compete on a technically savvier level. You may just find that the “all-
about-me” generation is excited to spread the word “all-about-you.”
What are you waiting for?