How millennials shape IT staffing

March 16, 2015

Millennials have become a key demographic not just for their trendsetting ways, but also because they are now the vast majority of job candidates for entry-level and mid-level positions. IT teams would be wise to better understand people in this age group and their many tendencies. This could ease a job vacancy search, clarifying the things that make a good prospective employee compared to a lesser one.

Proper IT staffing requires a comprehensive knowledge of not just the candidate’s resume and previous working experience, but also their personal background and preferences. By better understanding the millennial age group, employers would be more prepared to make the right hire and manage their workforce.

Millennials make data-driven decisions
With more and more millennials holding key IT positions, some of them in roles that involve hefty company expenditures, employers are increasingly concerned with the judgment of this demographic. Do they have the business savvy and know-how to execute judicious and intelligent spending plans?

InformationWeek reported that 64 percent of Gen X employees and 56 percent of millennials tend to make stronger business decisions with second and third opinions. The news outlet added that 63 percent of Gen X workers and 53 percent of millennials use data to better inform their decisions.

“I think that this is part of their world, their culture, how they validate their own decisions,” Carolyn Baird, the global research leader of IBM’s Institute of Business Value, told the publication. “It echoes what we’ve seen around their consumer shopping behaviors and the decision making habits we’ve done some research around.”

Adapting the contemporary workplace
The millennial generation tends to be much more capricious than previous generations. According to Fast Company, nearly 80 percent of millennials said that they would consider quitting their jobs and working for themselves in the future.

IT managers who plan on hiring someone from this demographic should keep this in mind and, if hoping to retain the employee, adapt their workplace to fit millennial preferences. It’s not capitulation, it’s compromise.

“It’s interesting because I think the companies that have the huge advantages are the smaller ones now,” Dan Schawbel, a managing partner with Millennial Branding, told the news outlet. “The Procter and Gambles of the world, for them to go back in time, it’s very hard. It’s definitely doable and they are making changes, but if you’re a new startup and you’ve got funding, you can start a new culture that supports people your age.”