Millennial Recruiting and Retention Strategies

Millennials make up approximately 50% of the U.S. workforce.

Millennials make up approximately 50% of the U.S. workforce.

Research shows that there are approximately 83 million millennials who represent over 25% of the country’s population. About 75% percent of millennials share content online, and they make up almost half of the U.S. workforce. HR professionals who want to keep staffing levels stable and their departments functioning smoothly will benefit from knowing how to successfully recruit and retain the millennial generation.

Digital Content and Strategy

Videos allow users to visually experience content in visually stimulating ways.

Videos allow users to visually experience content in visually stimulating ways.

Millennials are an online generation who prefer and rely on social media, visual content and digital narratives. The Society for Human Resources Management (SHRM) states that videos are an excellent way to illustrate the employment brand because they tell potential applicants about the job, business culture, company history and corporate values.

Many companies also use brief job tours, employee interviews and company introductions to engage and attract millennial candidates. Millennials appreciate teamwork, innovation, and honesty, so videos are an excellent tool to showcase these values and offer inspiration.

Talent vs. Skill Searches

Companies may soon prefer to hire people with very specific skills and backgrounds for short and as-needed work projects.

Companies may soon prefer to hire people with very specific skills and backgrounds for short and as-needed work projects.

Employment opportunities and their associated qualifications will continue to evolve as society and technology change. The traditional career model focuses on long-term employees achieving sequential promotions, but many job hunters are developing highly portable and transferable skills sets that offer better value to employers.

Online crowd-sourcing is changing how businesses are funded and staffed. For example, Guru boasts 1.5 million members around the globe who have completed 1 million jobs. Websites like Freelancer offer jobs in everything from digital design to mobile computing to product sourcing.

Knowledge Transfer and Management

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Not all millennials are tech wizards, just like not all baby boomers are resistant to change and technology challenged. In fact, many professional baby boomers have advanced technical and organizational knowledge in their areas of expertise.

Gallup, which is one of the leading authorities in business statistics, recommends that organizations study the top talent, conduct experience interviews and establish inter-generational partnerships and knowledge management systems.

Communication and information sharing preferences are changing. For example, the use of internal email is being replaced by instant messaging apps and popular project management platforms like Trello, Asana and Basecamp.

Recycling Employees

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Failing to adjust communication methods and extract the knowledge of senior high-performers will weaken the company’s competitive advantage. However, failing to properly manage employee poaching and chronic turnover will also harm companies in certain industries like the tech sector

More and more technology-focused employees are changing jobs based on their current situations; thus, they may reapply to work for former employers. Instead of focusing on loyalty and control, companies should embrace recycled hires and take advantage of their insider knowledge.

Recruiting Marketing 101

Recruiting teams and HR professionals must supply organizations with workers for both permanent and project-based positions. They must constantly attract and engage new candidates by screening them for talent and then moving them through talent pipelines and the hiring process.

HR recruiters will need to adopt a social recruiting approach that uses innovative solutions, such as staffing firms, to increase their talent acquisition success rates. Many are using the best practices of applied marketing to find, nurture and persuade talent. HR professionals who adopt engaging and informative recruitment marketing methods will likely enjoy more individual success and contribute to organizational success.


In summary, recruiting and retaining millennials will increasingly require HR managers to take a social recruiting approach. So, what strategies are most important?

  • Cultivating inter-generational work relationships
  • Utilizing visually stimulating and informative company videos
  • Conducting experience-based interviews and job/office tours
  • Creating skills-based hiring opportunities
  • Taking advantage of current technological trends
  • Partnering with a professional headhunter and/or employment agency
  • Willingness to rehire talented albeit recycled employees
  • Using the best practices of applied marketing

These recruiting and retention strategies and solutions can help your company achieve success with the millennial generation. To speak with a professional recruiter today, please contact Brannon Professionals at 662-349-9194.


4 Ways to Improve Your Interview Process and Results  

Entrepreneur magazine states that recruiting and hiring a new employee can cost around $4,000. This will be higher for technical, specialty, managerial and professional positions.

Weighing the costs of hiring . . . . 

Weighing the costs of hiring . . . . 

Staffing a company is a difficult process because it involves on-going screening, interviewing and communicating. However, the good news is that HR professionals can reduce costs, minimize turnover rates and streamline their interview process by following the tips below.

The Application

Businesses should be careful to avoid application questions that can unlawfully discriminate against job seekers.

Businesses should be careful to avoid application questions that can unlawfully discriminate against job seekers.

The Society for Human Resource Management (SHRM) states that organizations must carefully select application questions in order to avoid EEOC violations and discrimination complaints. However, there are always legal exceptions for job safety or efficiency, such as the bona fide occupational qualification (BFOQ) clause. This means that public safety agencies may implement age cut-offs for jobs and that gyms may only hire females to work as women’s locker room attendants. Applications may inquire about military discharge status, but it is not advised because the Uniform Services Employment Reemployment Rights Act (USERRA) protects veterans against discrimination. Requiring applicants to disclose employment gaps is a safe way to indirectly find out about potential criminal history.

Background Checks

Be aware that class-action lawsuits for Fair Credit Reporting Act (FCRA) violations are on the rise. Improperly conducted background checks may contain both false positive and negative allegations that misrepresent a job candidate’s background. Background checks cannot be conducted without written permission. Most states require employers to inform job applicants through disclosure forms and fact sheets.

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Some states require employers who do not hire applicants based on specific background check results to release the name of the company that conducted the check or allow job applicants to request a copy of their report. The FCRA has decreed that background checks may include credit, criminal, driving, property and associate histories. After seven years, tax, court and arrest records may be out of bounds.

Actively Engage Job Candidates

Brannon Professionals utilizes computerized testing to assess applicants' skills.

Brannon Professionals utilizes computerized testing to assess applicants' skills.

There are many rules that restrict topics and questions, but there are no rules against performance-based interview tests. This is one of the best ways to separate the unqualified, mediocre and high-performing candidates. The safest way is through standardized tests, such as explaining how to solve a technical problem or performing a work task like creating a simple spreadsheet.

Asking predictable questions in the comfort of an office breeds complacency and false impressions, so some HR professionals conclude second interviews with final candidates through an informal tour of the facility. This is the best chance to see how job applicants interact with the environment, socialize with potential co-workers and ask intelligent questions about the company.

Professional References

The Office of Personnel Management (OPM) states that reference checking should be used to verify information, predict job success and uncover background information. Behavioral consistency of past performance is an excellent risk management technique.

It’s best to check references after the interview; otherwise, it may create inaccurate expectations and affect the interpretation of objective qualifications. Always ask permission to talk with the current supervisor and past supervisors not listed. It’s best to use a standard questionnaire and set of job-related questions for legal documentation. Similar to interview questions, questions should focus on job competencies and work performance.

Many organizations train supervisors and HR managers never to provide references because of lawsuit concerns, so take advantage of receptionists and employees who are willing to talk.

First interviews are necessary, but it is often the second interview which determines if the candidate will truly be a good fit with an organization.

First interviews are necessary, but it is often the second interview which determines if the candidate will truly be a good fit with an organization.

It is best to follow the HR recommended practice of using objective and documented rating systems for interviews and final hiring decisions. However, valuable clues and informal information can be gleaned from the impressions of supervisors and coworkers who spoke with and interacted with the job applicant. Finally, hosting a second interview involving a supervisor or manager can help further clarify if the individual will be a good fit for your team and business culture.

For assistance in locating the perfect fit for your office, contact Brannon Professionals today at 662-349-9194.

Hiring Solutions: The Advantages of Temp-to-Perm Staff

The benefits of hiring temporary versus permanent staff may not be obvious to an employer at first. Permanent staffing is the norm, and it's easy and even habitual to just stick to the way things have always been. But after employers have explored the advantages, they may find it worthwhile to experiment with a trial run.

Try before you buy hiring gives you the opportunity to get to know candidates better, which ensures cultural fit and allows you to verify a certain skill set. It's literally a test drive.

Try before you buy hiring gives you the opportunity to get to know candidates better, which ensures cultural fit and allows you to verify a certain skill set. It's literally a test drive.

  • Temporarily employing new individuals gives you an opportunity to get to know them and for them to get to know your business. Any conflicts or clashes in personality identified early on can be remedied, and if not, perhaps the individual won't find a permanent place in your staff. Temporary placement will also give individuals a chance to discover if the position is a good fit for them.
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  • Being a temporary hire incentivizes hard work toward a permanent position. For the employer, this means seeing employees at their ideal performance while under pressure. After all, most employers want only the very best people as the building blocks that make up a successful team. When some individuals are trying to earn a permanent spot, employers can quickly separate those who want a career from those who are just waiting for a paycheck from a job.
  • Seniority is one thing, but when someone is hired permanently after just an interview, it’s hard for veteran employees who have already proven their loyalty to accept the fact that others are seemingly on the same level as them overnight.

Implementation of temp-to-hire policies helps veteran employees adjust to new co-workers and reduces the chance that they’ll feel threatened or replaced with sudden equals.

Good, strong employees can act as eyes and ears to help you sum up the temps before you make a final determination.

By observing all your employees during transitional periods, you can note attitudes and social acceptance. This tactic is especially important if your veteran employees also came in under trial positions. They have presumably been satisfactory employees thus far, but . . .

-How do they adapt to change?
-Are they welcoming and cooperative?
-Do they shun the new worker(s) and protect their territory?

Whenever staff/responsibility changes occur, it’s a great time to watch for behavior that no one expects you’ll be looking for.

Drills and Hypotheticals

What if your temporary employee happens to come in during an uneventful or easy period?

• Why not create some complicated assignments? The more difficult or at least multi-leveled the job, the better. Although this strategy probably isn’t the best thing to try on someone's first or second day, you’ll certainly want to introduce some complex work before his/her assignment is near its end. Otherwise, you will not have gathered enough data to make your decision.

Note: Don't include other employees in this tactic. Any unnecessary knowledge of the plan will throw off your results.

Temps on the Fence

What if the temporary gig is coming to an end and you’re still not sure?

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• Extend the assignment. Perhaps double the time, call the employee back, or just create a little extra work that needs to be finished. It's a shame to let a great prospect go for the wrong reasons.

• Allow other managerial co-workers or your partners to help you make the final decision.

• Decide on some other “tie-breaker” such as revisiting their references or re-examining their work with your company thus far. Something might jump out at you, whether positive or negative, and reveal the right path.

Contact Brannon Professionals for even the most difficult or unusual staffing challenges, and let us prove our ability to improve your business!



How to Make a Good Impression: What Not to Say During Your First Few Months on a New Job

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Any time you need to make a transition, it can be difficult to adjust--and a new job is no exception. You want to be able to fit in with your new coworkers, start showing your skills, and convincing your new bosses that they made the right decision in hiring you.

In order to make the best possible impression on both your new employer and your coworkers, however, there are several things you should avoid saying. 

"Trust Me!"

Trusting a new coworker is seldom, if ever, automatic. Trust must be earned gradually.

Trusting a new coworker is seldom, if ever, automatic. Trust must be earned gradually.

Trust is earned, not a given between coworkers. Even if you genuinely have knowledge that your coworkers don't, it's important not to assume that position of trust too early. Instead, take the steps necessary to build that trust--and in the meantime, back up any claims that you make. Keep in mind, too, that if it comes down to trusting you or trusting an employee who has been with the company a lot longer, that employee is probably going to win. Don't start conflicts that will end with no one victorious. 

"Well, the Way We Did It at My Last Job..."

Your voice is not the voice of experience at your new company, particularly where it pertains to the way the company does business.


If you find yourself chafing at routines or processes that don't seem as efficient as your last place of employment, keep in mind that you haven't been with the company long. You haven't had a chance to learn the important "why" behind the way things or done, nor have you had a chance to observe whether or not those processes are already effective enough on their own.

Even if you've been hired to fill a specific role that's different than other employees or if you have knowledge, thanks to past experience or education, that they don't, it's important to be sure you aren't coming across as a know-it-all. 

Some people say that if you've truly accomplished something great, it isn't bragging to talk about it. However . . .

Some people say that if you've truly accomplished something great, it isn't bragging to talk about it. However . . .


It's hard not to brag about your skills and capabilities. After all, you want your new coworkers to understand how great a fit you are for the company! Unfortunately, bragging can earn you a reputation for arrogance far faster than one for competence and capability. Even if others relish stories of your impressive past accomplishments, there will be no escaping the bragging label you will earn. So resist the urge to brag about yourself. 

Instead, showcase your capability by doing your job well and by building strong working relationships with your coworkers. Opportunities to share bits and pieces of your past will come around eventually, but it is better to wait and be asked about your life experiences.

What to Share Instead

As you're feeling your way with the new company, there are some things which you can feel free to share with your coworkers and bosses. While you want to be careful to keep things professional, these strategies are a great way to build understanding.

When you begin a new job, do not ever underestimate the importance of building good working relationships with your fellow employees from the get-go. Make it a priority.

When you begin a new job, do not ever underestimate the importance of building good working relationships with your fellow employees from the get-go. Make it a priority.

  • Provide personal life experience and tidbits as they're relevant.

Take the time to listen before you jump in on a conversation, and when you do, share some background before offering advice. 

  • Ask good personal questions.

You don't have to get too personal as you get to know your coworkers--and, in fact, you shouldn't--but asking great questions will show your interest in them as well as improve your understanding of the people you work with everyday.

  • Ask about how things work in the company.

If you genuinely want to understand how things are run at your new company, ask the people who have worked there longest! They're your best source of information about the company culture, standard procedures, and other critical information. 


Building a rapport with your new coworkers takes time, and it won't happen overnight. Some of them will likely be more comfortable with a new addition to the team, while others will need to take time to get to know you. By asking questions and listening first, then waiting before you share your opinion, you can help improve your new coworkers' opinions of you and ease the transition for everyone involved.

If you need more tips about how to fit in at your new position or if you're struggling to find the job that's right for you, contact us today to learn how we can help.


Insights on the Increasing Importance of Digital Fluency


As technology has grown in importance in the workplace, the more important digital fluency has become. Both employers and candidates will find that a basic understanding of technology is no longer enough. Instead, it's necessary to reach an unprecedented level of digital fluency both to acquire a new job and to appeal to the best candidates in your field when you're the company with an open position.

What Is Digital Fluency?

Digital fluency is the ability not only to understand the basics of technology but also to easily incorporate them into the work day. For example, fluency in a language would require you not only to speak or understand it on a basic level but also to be able to communicate smoothly and effectively in that language. The same is true of technology. Basic literacy is one thing; however, deeper understanding of technology includes the following:

  • Being able to communicate effectively with others about technology in the workplace
  • An understanding of the specific hardware and software used to complete daily tasks and take care of workplace responsibilities
  • The ability to choose and properly use the systems that are most effective for the workplace

For a potential employee, this means being able to use the tools and technologies that are currently in place at the place where you want to work. Employers, on the other hand, will find that employees are looking for a place where they can use the latest technology in their field. They don't want to constantly update old machinery or figure out how to encourage a dinosaur of a machine to keep performing; instead, they want to see technology in action.

Closing the Gender Gap

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In many industries, there is still a preference for men over women.  Technology is one of those areas that seems to be a male-dominated field.  However, increased digital fluency for women has the potential to close the gender gap and make it easier for women to attain positions in their preferred field.

Employers need candidates who have a broad understanding of the technology most often used in their field. They want new hires who come in ready to learn the specifics of how the company performs rather than being bogged down with the need to learn how to use technology considered basic by the organization. By developing those technological skills and increasing one's comfort-level with the technology in question, many women will find that doors open more easily than before.

Showcasing Your Digital Fluency

Resumes and interviews are the keys to properly showcasing digital fluency during the hiring process. For candidates, it's simple: list useful skills and previous experience on your resume. Practice answering questions about any technology that you know is used in your future workplace so that when they come up during the interview, you'll be able to cover them with confidence.


Employers, too, should be sure to showcase digital fluency throughout the interview process: asking the right questions to show candidates that their business uses those systems, using appropriate technical terminology throughout the hiring process when communicating with the candidate, and letting future employees know about the systems they will be expected to navigate throughout their employment. It is also helpful to let candidates know that you understand your own systems. Make sure you are familiar with them and can ask intelligent, relevant questions of your candidates.

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In today's age of disruptive technology, it's little surprise that digital fluency has become increasingly necessary. However, bringing together candidates and employers who are equally fluent in those vital areas can still be challenging. Whether you're a candidate looking for the right job for your skills or an employer seeking a tech savvy candidate, contact Brannon Professionals to learn more about how we can connect you.