All the attributes just discussed influence Millennial job expectations. According to Pew research, half of Millennials would rather have no job than a job they don't like. So what makes for a job they do like? In a survey of 150,000 recent graduating students from 1,000 universities, research firm Experience, Inc., found that these are the attributes Millennials most wanted in a job:
Career advancement opportunities (55%)
Interesting and challenging work (42%)
By simply being aware of these five preferences, you can make a concerted effort to include them in your ongoing management of your Millennial employees. When you bring on new Millennial employees, make sure to sit down with them and discuss these attributes. Also talk about how your Millennial employees sees these attributes playing into their career planning. Make a plan to include these aspects in the employee's work accordingly; then actively and regularly follow up on it.
Several companies employ innovative strategies to engage new hires even before they join the organization include. Consider these examples:
Software company Intuit, in Mountain View, California, has developed a Rotational Development Program for new hires to switch between finance, marketing, and product development every 6 to 12 months (see the nearby sidebar for more on how Intuit taps and fosters its younger employees).
Defense contractor Lockheed Martin in Fort Worth, Texas, reaches thousands of students and potential new hires during National Engineers Week in February through various hands-on projects and presentations that show how engineering impacts everyday life.
FactSet, a software company based in Connecticut, sends new hires who are college seniors a gift basket and a good-luck note before they take their final exams.
L'Oreal USA created the L'Oreal Brandstorm Competition for college students to play the role of a L'Oreal brand manager and help develop marketing and advertising campaigns. Winners receive a trip to Paris to interact with top L'Oreal managers.