Millennial Myth-Busting: How to Attract and Hire High-Performing Talent for Your Growing SaaS Company

3 min read

SaaS companies are known for being revolutionary. But when it comes to attracting millennial talent, that's just not enough. Here's what millennials really want at work.

There are plenty of perks to being a growing, hiring SaaS company.

You go to work every day with the goal of empowering customers through big-impact concepts, designs and technologies that literally change the way the world does business.

It's a fab life. But it doesn't always feel that way.

If you're in the trenches trying to keep up with your current workload, while staying agile enough to outplay the competition, there's probably just no time to think about hiring strategically. And if you're in a fast-growing startup, you don't have the luxury of kicking back and waiting for the right candidate to come along.

You need help and you need it ASAP. ⏰

Who better to step in and save the day than millennials? They're hungry to learn, quick with technology and they make up 35% of the workforce.

But do you really know how to catch their eye?

What millennials really want at work

Millennials are the one talent group most companies still don’t get.

These "avocado-loving narcissists" have been called every name in the book with little research (and even less moral reasoning) to back those statements up.

What we do know is that millennials are uneasy about the future.

According to Deloitte’s 2018 Millennial Survey, millennial (a.k.a. Gen Y) workers “feel pessimistic about the prospects for political and social progress, along with concerns about safety, social equality, and environmental sustainability."

As employers, there’s a lot we can do to change that. And in the process, we can win the hearts, minds and productivity of this woefully misunderstood talent group.

Here's where to start.

Create diverse and flexible work environments

Both Gen Y and Gen Z love solid pay and a positive work environment. No shocker there.

But what you might not realize is that diversity and inclusion are also important tools for hanging on to your millennials. And that’s not all.

As we’ve seen in Deloitte’s 2017 Millennial Survey, these workers believe flex work options actually make them more productive and engaged. Compared to those in low-flexibility environments, millennials in a "highly embedded" flexible work environment are 2X as likely to say it has a positive impact on performance and wellbeing.

Despite their unfair reputation as sensitive "snowflakes", millennials not only appreciate diversity and freedom from outdated employment systems, they also see these things as strongly tied to increased productivity.

So use your own systems of productivity to show candidates you're flexible, open and ready to meet them where they are.

Seemingly small things like a well-thought-out EEO statement or using SMS can go a long way in building the right kind of rep with millennial talent.

Offer continuous BS-free training

Does the phrase Industry 4.0 make you sweat? You're not alone.

The Deloitte survey also found that millennial workers don’t feel ready for an automation and data-led business world.

But they admire companies that are:

a.) Boldly facing the challenge head-on

b.) Willing to help them develop the skills needed to feel equally as confident

For the record, that includes the 'soft' stuff. And if you want millennials, you better not overlook this stuff.

According to the survey, today’s candidates “are looking for guidance that’s far deeper than how to use technology. Young professionals are especially seeking help building confidence and interpersonal skills. In their view, businesses are insufficiently focusing on nurturing these and similar soft skills.”

So show candidates you’re willing to train them to master whatever skill will help them thrive, including the ability to interact effectively with others.

Prove yourself as an agent of positive change

A strong purpose and a will to make work more meaningful is the secret sauce for winning and keeping millennial talent.

According to Forbes, “For most millennials, if they don't feel a personal connection to their work, they'll see it as a temporary way to put food on the table and pay the rent." Talk about ho-hum. 😒

You can do better, right?

Use your job ads, core values and interview questions to pitch millennial candidates on the parts of the job that make a real difference.

And be ready to walk that talk.

Younger workers need positive reasons to join a company. And positive reasons to stay. In addition to your awesomely dynamic flex scheduling perks, make sure your benefits include plenty of options for learning and development as well as tons of opportunities for your millennials to bring their true selves to work every day.

Need a little inspiration to get you started?

Check out how Knock uses their core values to attract and engage high-demand talent. Or see how the folks over at Unito tripled their millennial workforce in less than two years by breaking all the conventional hiring rules.

Ready to break the rules and build a truly agile hiring system? Breezy can help!

From automated candidate nurture campaigns to text messaging and customized pipeline stage actions, now you and your team can make better hiring decisions with way fewer headaches.

Try it for free!


Related Stories