How Employers Can Attract Millennials

1-2 minutes

In this blog, you will learn:

  • What a Millennial is
  • How employers can attract millennials 

What is a Millennial?

The term "Millennial" typically refers to the generation of people who were born between the early 1980s and the mid-1990s to early 2000s, depending on the source. While there is no universally agreed-upon date range, this is a commonly accepted definition.

Millennials are also known as Generation Y, as they are the demographic cohort following Generation X and preceding Generation Z. The term "Millennial" derives from the fact that many of these individuals reached adulthood around the turn of the 21st century, as the new millennium began.

Millennials have experienced significant societal and technological changes during their formative years. They came of age during the rise of the internet, witnessed the advent of social media, and saw rapid advancements in technology and globalisation.

How employers can attract Millennials

Attracting millennial candidates to your organisation can be a challenging task. This generation has different expectations and priorities compared to previous generations when it comes to their careers. 

However, by understanding what millennials are looking for in a job and implementing strategies to appeal to them, organisations can successfully attract millennial candidates.

Strategies to attract Millenials include:

  • Create a strong employer brand
  • Offer work-life balance
  • Provide opportunities for growth and development
  • Emphasise diversity and inclusion
  • Offer competitive compensation and benefits
  • Use social media to attract candidates
  • Prioritise social responsibility

Create a strong employer brand

Millennials are looking for more than just a job. They want to work for a company that aligns with their values and has a strong employer brand. 

Creating a strong employer brand means developing a clear and compelling company mission, values, and culture. It also means communicating this brand through social media, job postings, and other marketing channels.

Offer work-life balance

Millennials prioritise work-life balance more than previous generations. They value flexibility and the ability to work remotely. Organisations can attract millennial candidates by offering flexible schedules, remote work options, and other perks that support work-life balance. 

By promoting a healthy work-life balance, organisations can demonstrate that they value their employees' well-being and are committed to their success.

Provide opportunities for growth and development

Millennials are looking for opportunities to learn and grow in their careers. Organisations can attract millennial candidates by offering training programs, mentorship opportunities, and professional development opportunities. 

By providing opportunities for growth and development, organisations can demonstrate that they are invested in their employees' success and are committed to helping them achieve their career goals.

Emphasise diversity and inclusion

Millennials value diversity and inclusion in the workplace. Organisations can attract millennial candidates by promoting a culture of diversity and inclusion. This means creating a diverse workforce, promoting equal opportunities for all employees, and fostering an inclusive work environment. 

By prioritising diversity and inclusion, organisations can demonstrate that they value and respect all employees and are committed to creating a positive work environment.

Offer competitive compensation and benefits

Millennials expect competitive compensation and benefits packages. Organisations can attract millennial candidates by offering competitive salaries, healthcare benefits, retirement plans, and other perks that are important to this generation. By providing a comprehensive compensation and benefits package, organisations can demonstrate that they value their employees and are committed to their well-being.

Use social media to attract candidates

Millennials are very active on social media, and organisations can use this to their advantage by promoting job openings on social media platforms. By leveraging social media, organisations can reach a wider audience of potential candidates and communicate their employer brand in a more engaging and authentic way.

Prioritise social responsibility

Millennials are more likely to support companies that prioritise social responsibility. Organisations can attract millennial candidates by demonstrating their commitment to social responsibility through philanthropic initiatives, sustainability efforts, and other corporate social responsibility programs. 

By prioritising social responsibility, organisations can demonstrate that they care about more than just their bottom line and are committed to making a positive impact on society.

At Spencer Clarke Group, we take our corporate social responsibility very seriously and we’re immensely proud to be part of a revolution of recruiters who is building a better world for everyone.

Who is Spencer Clarke Group? 

Since 2017, we've been changing the face of recruitment. From our employees, to the way we do business, to the culture within our office, we're determined to make a difference and create a positive impact on everyone around us.

Recruitment to us isn't just about matching candidates and clients; we’re passionate about finding candidates the perfect job which has the ability to boost their salary and standard of living, better their work life balance and improve their mental health. 

Similarly, we understand the impact which an experienced and skilled employee can make to a business and we love seeing clients thrive through the hard work of candidates which we have placed with them. 

We operate in two sectors:

Private Sector

Public Sector 

In eleven specialisms:

Accountancy & Finance

Education & SEND

Construction, Trades & Labour

Healthcare, Social Care & Nursing


Corporate Functions & Business Support

HR & Workforce Development

IT & Digital

Property & Asset Management  

Planning, Development & Regeneration 

Highways, Infrastructure & Engineering

If you’re searching for a new role, why not visit our job page to take a look at the latest opportunities? Alternatively, upload your CV and one of our experienced consultants will contact you when a relevant opportunity becomes available. 

If you’re struggling to fill a role, why don’t you give us a call on 01772 954200 to see how we can help? One of our consultants will be happy to listen to the challenges which you are facing and advise on the best possible solution for you. 

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