Staffing Agency Tulsa | Hiring Millennials

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You are listening to Trinity Employment’s, a player matchmaker podcast starring your Staffing agency Tulsa host and the cofounder of Trinity Employment Specialists, Cory Minter. Hi, welcome to the a player matchmakers

always looking to add value to job seekers and employers. The title of this podcast is interesting since I’m sitting across from a millennial is how to hire millennials. And if you are struggling to hire and bring in a new fresh workforce, um, this content may be able to help you. Um, you can see all of our content on our website. We have several episodes on there now, so we’ve got a lot of content. Um, and we’re going to be moving to iTunes shortly. Sin, we’ll let you know when that is available. If you have someone that you know of that would be interested in this content, if they’re looking to find a new job, if they’re underemployed and trying to find something new, um, we would be honored if you referred them to this as a resource. We just want to help people. We don’t make money off this.

We just want to help people. Um, the topic for today I believe is actually very important and the reason for employers is, is that millennials are such a large percentage of the workforce now. Um, Ethan’s going to share some stats with us about that and then upcoming, it’s going to be a really big, uh, percentage of the workforce. We’ve got some great content here. In fact, we had an entire podcast just discussing the content here, you know, so let’s go ahead and get cranked out with this and get started. Um, we always start out with some stats. Ethan Hook us up. Sure. Yes. So millennials, that’s something that, that term is thrown around so often. And so before we go any further I want, but you’re not bitter. Not at all. No, not at all. Not at all. I want to clarify what a millennial is.

You’ve got to think of a millennial is just like a young person kind of is what they’re roughly referred to. Just, you know, in, in passing between people. But a millennial as anyone who’s been born between the years, 1981 and 1996 and so the last of the millennials are just now starting to graduate college and enter the workforce. In the beginning stages of of millennials were again, those people born in 1981 that makes him what, 37 38 years old now, and those people are still technically called labeled as millennials. However, that age group is beginning to hit the prime of their career. Some of the managers, so some, some managers are going to find a fit. I mean, I don’t want to put those words in your mouth, but I can sense a little bit of resentment towards the meaning of millennials. Is that why you’re going into that?

I just wanted to talk about that because again, I mean you see articles all the time. We’d seen a millennial say this, millennials thinking this, you know, the housing market and America is ruined because millennials aren’t buying houses. Well, sorry, I graduated with a $60,000 in debt from college. Anyway, anyway, that’s a different Staffing agency Tulsa thing. But again, millennials, in reality, as they’re, as they’re defined, just like you’ve got generation x, just like you got baby boomers, baby boomers, pardon me, anyone between 1981 in 1996 so since the end of the millennials are leaving craft, graduating college, entering the workforce, this stack kind of stood out from two years ago. In 2016 Gallup did a study saying millennials make up 38% of the American workforce and they are on track to make up for makeup 75% of the workforce by 2025 that’s exactly why I was saying this is a very important topic.

I think it definitely is, and a, and it’s just been growing and pretty soon millennials won’t be thought of as that young minority, but they will be the majority of the workforce, which is pretty big and I’m 71 the same study by Gallup and 2016 71% of millennials say that they are not engaged or actively sorry. They saying that they are not engaged or that they are actively disengaged at work. Get, get, get, get, get it out. Yes, sorry, I’m stuttering everywhere. But anyway, so it’s again, a 71% of millennials say that are not engaged or they’re actively disengaged at work. And when you think about it in 2025, 75% of your workforce being millennials, if 71% of those people aren’t engaged at work, I mean that’s huge. So it’s really important to talk about millennials and how they interact just in the workforce in general.

Well they’re, they’re just a lot of studies that, um, not just studies now it’s real experience for people who have been very successful at hiring and managing an onboarding and keeping millennials and those who have not. And there are some things that come that come out that, that kind of, uh, they’re a disruptor to the traditional workspace and the way things have been. Um, but there, there are a lot of things that I think that can help companies trying to bring in people that are going to be, um, they’re going to probably think a lot like millennials. Um, and so I think it’s really important for people to begin to think about it. I mean, our space here, Ethan was created intentionally to attract the younger workforce. Yeah. I, I’m, I’m, I’m intentionally not saying millennials for your, for your benefit. Do you like that?

Thanks. That’s good. That’s good. Yeah. But we younger workforce, that’s, we needed it to be hit. We need it to be fresh. We need it to be unique. Um, when you walk in, you have literally an essential oil smell. You’ve got bright colors, you know, um, yeah. And you’ve got a friendly face and we do everything we can to be authentic. We’re going to talk about this later because you know, we were talking about it. We had such a great conversation just on the author. You know, the importance of authenticity and why. Yeah. I mean it man, how to say it. You said it really well before when we were just kind of chatting before the podcast. But millennials are so used to being sold to everything. They do everything. They go about their being sold to. Same thing. When you go into a t and t to buy a new phone, you are immediately, or the millennials are immediately skeptical because they don’t want to be, you know, just sold to, they know, sold all these fancy, everything’s, they don’t need that.

They, they, they’re afraid of that. And so there’s actually a quote by, um, someone named mcardle in a February, 2015 opinion piece in Bloomberg, but it says millennials don’t want to work in sales, uh, reports to the Wall Street Journal. Does that make sense? Because they think it’s exploitative. Yeah. Men, if you think about it, even if you’re not a millennial right now, today, today I got two phone calls from non one eight numbers that looked like they would be legitimate from our area. And they were some national sales thing. And it started out with, this is not a sales call. Please don’t hang up. You know? And so, listen, this has happened over and over and over again. It doesn’t matter where you go when you get on the television. Um, you’re getting marketed to millennials have, uh, I love this piece, but they have, um, uh, thrown that out.

We’ve got Hulu now and Netflix, which you don’t have to watch ads there. They were getting tired of that. Um, everywhere you turn, you’re getting marketed to now that we’re online, can you even get to a webpage and not have some kind of marketing papa? Yeah, I come at you and it just seems disingenuous and I think that is a big reason why some of the younger workforce, they’re just, you know, we’re going to talk about it later, but the reason we brought this up to begin with was because, um, we were, we were reading one of the, one of the action items here was that millennials don’t trust the employer and they’re going to begin to ask a lot of questions. So if you’re an employer and you’re going to be bringing in an employee in, that’s a millennial expect to get interviewed. The reason is they probably don’t trust you, not right off the bat.

And they’re looking for authenticity. And I think that that is one of the biggest, most important qualities that an employer could have is just authenticity because they have been trained almost since birth. You too, Ethan. Yeah. I feel like me too though, we’ve been trained as a society to see through someone just trying to make a buck off of us or get something off on us, get, get us to sign up for this, that or the other and we’re so sick and tired of it, we’ve become cynical. And so I think that this is rolled over in the workplace for a lot of millennials. Do you agree with that? I do agree. Yeah. And actually the end of that quote, um, by mcardle in that opinion piece was millennials also hate the idea of variable compensation. They don’t like the idea of salary plus commission.

They don’t, I do enjoy that. They want a nice steady job where the company takes the risk, not the worker. And it’s that same idea, kind of what you were saying of going into an interview, not really trusting the company. They already feel like they’re taking a big enough risk by just listening to them and going in for the interview and they want to feel safe for the company. They want to feel like that company is the one that is going out there taking risks while they’re trying to take care of their worker because they’re so tired of that and everything went well. I’ve gotta be honest with you as a business owner. I hate that. That sounds like a horrible, I know, I know that’s a bad deal for us.

That’s so true. Well, you, uh, do you have any quotes that you wanted to share here before we got into our action on that was a good quote that we got that we were just talking about right there and um, and it’s just, I dunno, I’m trying to think of any other quotes that I have. I’m not sure any of them are jumping out other than just that same idea over and over that millennials are different. That’s not really a quote. Other, I mean, you can quote me I guess if you want, but millennials are an interesting group in the aspect that I remember growing up, uh, when we had dial up internet, you know, I remember that as a kid. And then I also remember though, when smartphones started to get big when I was in high school, and I remember in college, my friends, my first friends that got, I felt and stuff like that and really big.

And so it’s this weird, the millennials are kind of the strange mix of both the, you know, before this big, huge technological technology wave boom. And then now which everything is so different, you know, and it sounds like I’m trying to make, make our generations, you know, sound like these great pioneers of something. But it’s a little different when I talked to my parents and my grandparents who, yeah, they’re experiencing, you know, smartphones and things like that and streaming. But it’s a little different because most of their lives were before, but millennials are in this weird balance of having both, you know, that before the big boom. And kind of after. Yeah. Well I think, I think one of the reasons that you don’t like the word millennial, I really think this is true is that men, I know you weren’t around for it because you were just coming up into the Staffing agency Tulsa workforce, but there was a time that I’ve never seen anything like this before actually in, uh, you know, in training and some of the, um, I dunno, uh, networking events where you’d have a speaker.

Well, it was a hot topic, Ethan, like a really hot topic to talk about millennials. And I’m being honest with you, not hardly any of it was positive because at the time everyone was trying to figure out what we don’t the, and we don’t understand this. And it was going to shift the, um, the workforce. There’s going to shift the traditional platform of the workforce. We could see it coming. No one wanted that. And so you had a lot of thought leaders that we’re really bringing up some, uh, man, if you’re going to deal with millennials, you need, you’re going to have to deal with this. And everybody’s just like, Oh, good grief. You know, and people out loud would do that. So overall with the leaders in almost any particular area had gone to some of these and had heard all of these negative things.

And so you begin to hear it and now you know, you hear the word millennial in it’s still there. It’s like just a negative thing that you don’t want cast over you because still some of those negative characteristics are still labeled in that people don’t like it. And um, and so that’s probably the way that millennials feel about becoming a being called a millennial. So as you’re hiring from millennials using the terminology, millennial is going to be a bad word, I believe at some point at some. Oh, definitely. And exactly what you said. You know, millennial is just the description of when you’re born, but it really has in a lot of ways become an adjective to describe someone who is young, immature, and a, and that’s what’s frustrating. You know, I think we were talking about news articles that we’ve seen where millennials are ruining avocado sales and America.

Nicholas, you know, how is that our fault? You know, maybe avocado sales are down, but why is that our fault and why do you have sex? It was your fault though. I can’t, I honestly can’t remember. It was a few years ago or at least read to find out why I did. It was a few years ago. I read it and I was so frustrated reading it, but it was just that idea of all millennials are just too busy on their smartphones to go to the grocery store and buy fresh produce. That’s not the reason is because I have six thousand sixty thousand dollars in college debt. If we want to go back to that. Oh boy. Got It. You slid it in again. Again, I will come back to that over and over and over, but it’s, it’s true. Listen man, I took out every kind of student loan us, we’re, I hate to tell you this, Ethan, bit my student loans and my parents didn’t pay for a thing.

No. My Mac student loans was like $20,000 and you’re a man. It gets, it gets, it gets way up there to back up a story. Let me help you out. Okay. I read an article about tuna fish sales and they were talking about how tuna fish companies could not figure out for the life of them how in the world they, um, they were losing sales and tuna fish. So they decided they were going to go do this huge study to figure out why because they could not figure it out. Now they came down to two things. One is there had been a couple of articles that went viral that, um, got to millennials that had stated that if you ate too much tuna, you, you could get too much mercury in your, in, that would be bad. Now you would have to eat a ridiculous amount of tumor for that to happen.

But that got out, it got viral and because, and because of that, it probably became a belief system. So the second thing was millennials, they had no clue about this. Did not own can openers. Just in general, just most millennials, I, you know, right. I hate to do the same thing you did about your article that you’re completely butchered cause you didn’t remember the end of, yeah, I don’t remember the percentage of people that they determined had cannabis. Do you own a can opener? I do. Yeah. I okay. Yeah, I have way too many. You know, chef Boyardee Ravioli is in college to not own a, Oh, did they not put the pull tab? I mean that’s one of the pull tab is there. They said no, it’s really, I had a can opener for, yeah. Okay. Do you think we should get into the action items of this topic?

We could. You know, we can continue. Just bashing is down millennials. Yeah. No, let’s move into the action items for it. Here’s some things. Listen, if you’re going to be hiring millennials, you need to know a couple of things. We’re just going to do four things here and uh, we’ll move on. Um, or we’ll, we’ll, we’ll wrap it up. It’s not all about the money. Um, my generation, I don’t think that we 100% get this because a big piece of it is for the money. Um, you know, there are some people that would say that it is for the bigger cause, you know, here we have a beer cost. Honestly, I really thought about that for this reason because of all the negative things that were taught in these classes. But I believe that millennials want to be a part of something that matters. Um, what do you say to that?

Just real quick. Uh, I think that’s true and, and I’m not sure why, if any other, I mean I can pull from my personal life and my dad was a high up executive of a media company for a while and he was making really good money doing that when I was a young kid. Right. And I remember him not being happy with it ever though. I mean he was making at least he was definitely making six figures and he was doing really well and just really not being happy with that world that he was in. And now, not to necessarily say that there has to be a spiritual level too, but now my dad is a pastor of a small church plant. He felt called to ministry. Right. And even though that’s harder in a different way, he is making almost no money. But he as a, as a person, as much more fulfilled and he feels what he is doing is a much greater impact on his life and the lives of others.

And I was able to see that, um, you know, even if as a kid, I didn’t necessarily notice it as much though. But growing up I had that and I realize that and that’s what I wanted done as I was going through college and growing up, I wanted to be a part of something that was great and not necessarily to make, you know, Buku Bucks. I wouldn’t be upset if yeah, but that, that’s, that seems legitimate. The next thing is, is harnessing ambition. Um, you’ve got to make sure and harness it. Millennials tend to be far less patient in their Staffing agency Tulsa careers than baby boomers and Gen Xers and such in employers are investing heavily in the need to understand and cater to those behaviors in some companies have found ways to mitigate this impatience. And so one of the things that you have to do is keep the employees engaged.

One of the, one of the things that I try to do is just with every employee though, and listen, you could probably testify to this if this even is helpful or not, but I really tried to be strategic in at least knowing what the personal goals of each one of our employees are here at this company. I feel like I know I’ve got a really good idea and then I just tried to, um, you know, as I see you on on a daily basis and try to help you fulfill those sure. In whatever ways that that I can. And I think a lot of people see that probably in my adventure to do that. I probably screwed up and I get off a little bit, but I think a lot of people see the authenticity and the genuine heart of really wanting to help. Yeah, and that means a lot.

That authenticity, like we were talking about earlier, I think if I were to try and speak to why millennials are like that, why they have that impatience again, and this is, no, this is just my personal opinion. You can call an expert opinion. We want, but I mean right now the majority of millennials went to college or are finishing college right now and the generations before. That wasn’t necessarily the case. College is a much more common thing now. And I, when I graduated college, went to Oklahoma Wesleyan university when I graduated there, I worked there for a little bit afterwards and I saw the push to get degrees. I saw how many business majors were being spat out by the college and how many of them were, were encouraged to go get their master’s and what their, you know, career advisors, academic advisors. We’re always say it’s like, that looks so good on a resume.

Getting your master’s degree. And then I come here and I start working as a recruiter and I reload. No, no. And well I know not to do, but here’s the deal is I get here as a recruiter, I get all these resumes from people who graduated college with a business degree immediately and went to go get their master’s. They got their MBA and they get out of college. They’re looking for a job making 60 to $80,000 a year and they have literally zero work experience. And the workforce doesn’t care about those degrees if you don’t have experience. That’s so true. You know? And so you get a lot of these millennials who are impatient to jump up in the ranks and the company. And it’s just because they were kind of led to believe, I went to college, I have a masters, why would I not be getting paid?

Well, and that’s another reason. What leads to this next topic, and this is our last point, and I know we’re running a little bit long here, but this is really interesting discussion. At least for me it is. Like, I, I enjoy it. Um, but you’ve got to be prepared to be interviewed. And I think this is the reason why exactly what Ethan was saying. Listen man, even in college, they got sold something that didn’t pay off. And even now I know that you meet people who have graduated from college and you cannot believe that you can’t find them something. Yeah. And it probably bothers you a little bit. It does. And it will surely bothers them, I’ll tell you that. But it bothers me as well. So most likely, and millennial is going to come in and ask you questions to really dial in and try to cut through the red tape or some kind of sales pitch or anything that’s not authentic and they’re going to try to figure it out.

Is this the real deal? Are they who they say they are? Um, or are they just trying to sell me something here? Just that college did. Um, just like, um, you know, all the ads did just like all those salesman did. Just like, you know, almost everyone in my life did. And so that, you know, it’s really easy to become frustrated with some of the Staffing agency Tulsa changes, but I think most people are used to it now. But I think it’s important to keep it in mind when you’re interviewing and really considering bringing someone on, not only to just make sure and get them to want to join your team, but also to onboard them and get them to want to stay. So listen, I hope this helped you out. I enjoyed the conversation and, um, and so listen, if we can help you out at Trinity, please give us a call. We would love to do that. Our number is (918) 622-2588 or online where our podcast is at, at Trinity