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David Blunkett Jumps Aboard Millennial Recruitment Train

Clare Hopping


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Former Parliament member David Blunkett recently discussed the positive qualities of the millennial generation as well as the ways that recruiters can better connect with them. How can you and your company follow his advice and attract a younger workforce?

During his keynote speech at a recent GTI Breakfast News event, Blunkett spoke on the theme of “meaningful connections with the millennial generation.”

He expounded upon his belief that as a demographic just entering the workforce, millennials are far more interested in social responsibility, reputation, and the working environment rather than just salary, and he urged recruiters to understand, consider, and even embrace this perspective.

Blunkett went on to discuss the benefits of hiring millennials, and encouraged recruiters to start acting now to build up their youthful, dynamic workforces.

Who Are Millennials?

Millennials – also known as Generation Y – are widely seen as possessing a drastically different worldview than those who came before them. While these differences are often cast in a negative light within the ranks of many well-established companies, they can just as easily be seen as positives.

Blunkett spoke on the potential for millennials to be more productive, more creative, and more effective in the workplace than their predecessors, as long as their working conditions are up to par and their values are satisfactorily met.

Blunkett’s assertion of a Millennial emphasis on culture and environment over basic pay is backed up by a multitude of statistics, such as those from Forbes – one in three millennials said that they would prioritise social media freedom, device flexibility, and work mobility over salary when accepting a job offer.

Millennials are also, in general, much more connected to the wider world, and therefore much more aware of factors like the global economy and competition in the job market. So in short, these candidates are looking for the most meaningful, high-impact work possible – jobs that suit them on a personal level rather than ones that solely benefit them financially.

Again, the proof is in the numbers. A PwC survey shows that around 60% of millennials have deliberately sought employers whose behaviour regarding social responsibility reflects their own values.

Add it all up, and you come to realise that as long as your company can provide the right non-salary incentives for the next generation, you’ll lay the groundwork for a creative and tech-savvy workforce, ultimately providing a huge ROI for your brand.

What Recruiters Can Do


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More often than not, the increased focus on personalised working benefits requires employers to rethink their recruitment strategies – a point Blunkett made clear in his speech by appealing to them directly to read up on recent research on Millennial values.

That includes research on an international scale, as reported by the White House, as the US federal government’s Council of Economic Advisors suggests that more millennials than Gen Xers have been with the same employer for three to six years.

This fact which boils down to one thing – once a millennial finds him or herself in a workplace where they feel appreciated, comfortable, and socially responsible, they’re happy to stick with it for as long as their needs are met.

For recruiters, what this means is that building a great, family-like mentality and a stellar company culture is more important than ever, as is the ability to offer things like freedom on social media, shorter commute times, and more flexible working hours.

By communicating transparently with new employees, discovering common values, and fostering those values over time, you can ensure that an organic sense of company loyalty pervades the ranks of your organisation.

Blunkett’s speech effectively validated existing and continuing research that shows that by adapting recruitment strategies to better appreciate and address what’s important to millennials, employers can gain a valuable set of skilled and cost-effective staff members. Follow Blunkett’s advice and take the lead in hiring the next generation of fantastic employees.

Clare Hopping

Clare Hopping has been involved in the recruitment of both full-time employees and freelance staff for ten years. She specialises in recruiting staff via social media and digital platforms.