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September 14th, 2016 | Sterling

7 Tips for Screening Millennials, The Emerging Generation

7 Tips for Screening Millennials, The Emerging Generation

It is time to get to know Millennials. According to Pew Research Center, in early 2015, Millennials became the largest group in the U.S. workforce surpassing members of Generation X and Baby Boomers. Millennials, people aged 18-34 years old, will make up 75% of the global workforce by 2025. This age group has been studied and surveyed dozens of times, but many businesses are still trying to comprehend this very influential generation. Millennial job seekers are very different from previous generations. They would rather choose when and where they work than be placed in a 9-5 job, and they place workplace flexibility over the amount of money they get paid. Millennials do not stay at jobs for long with the average tenure being two years compared to five years for Generation X and seven years for Baby Boomers.

This younger generation is tomorrow’s leaders, so it’s vital that employers who want to attract and retain this digital generation really understand how they think and act.

Background Screening Tips for Millennials

Hiring, screening and onboarding Millennials can bring many positives as well as many challenges. It is important to have the right process in place for background screening these candidates. The Age of The Millennials: Seven Tips for Screening an Emerging Generation will provide a guide to improve the screening process for this generation while minimizing legal risks for your company. Below are a few of the tips to get you started:

  1. Social Media – Millennials grew up with Facebook and are very prevalent on all types of social media platforms including Snapchat, Pinterest, Instagram and Twitter. They are quick to embrace new technologies. When hiring, caution must be used when using social media accounts as a background screening factor. Religious affiliation, national origin, sexual orientation, marital status and health conditions are protected under some state and federal laws. When conducting social media screening searches on a candidate, a company must be certain it does not violate anti-discrimination and privacy laws.
  2. Limited History – Millennials just starting out in the workforce offer many challenges for background screening as many do not have a driver’s license, have little to no credit histories, (except for student debt) and have limited work experience. Therefore, companies need to be more creative in evaluating and screening members of this generation. Companies need to ensure that the information used to evaluate candidates is relevant to the job at hand.
  3. Marijuana Acceptance – Millennials are much more accepting of marijuana use than any previous generation. Companies will have to consider how states legalizing the recreational and medical use of marijuana will affect their screening processes and their company policies. Businesses should revisit their drug screening practices and policies to meet with the changing legal landscape. Courts continue to rule in favor of employers to have the right to drug-free workplace.
  4. Transparency – If all of the other hiring and screening factors are hard to quantify, companies can look at the quality of the candidate’s experience. Hiring managers should be transparent and explain the steps and timeframe of the screening process to the candidates, no matter which generation they come from.

If you provide a positive candidate experience and make informed choices based on the tips provided in our article, you can be confident that your background screening process is effective and compliant for Millennials as it is for candidates of all ages. Find out more about hiring and screening the best millennial candidates with tips from our report.

White Paper | Age of the Millennials: 7 Tips for Screening an Emerging Generation

This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.