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When looking for work, millennials are unlikely to want to stay home


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Duty of Care – Keeping Employees Safe in High Risk Locations

19 April 2018 / By Nick Royle / Business  / Business Travel Tracking  / export  / Global Mobility Management  / Global Talent Mobility  / HR  / International Assignment  / Relocation  / 

Duty of Care – Keeping their global business travelers and assignees safe has become much harder for companies than it…

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Should Companies Include Restrictions in Assignee Contracts?

9 April 2018 / By Nick Royle / Business  / Global Mobility Management  / Global Talent Mobility  / HR  / 

Anytime a company sends an employee on assignment, there are multiple issues to consider, although some tend to be overlooked.…

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MSI wins 1st place for Quality of Service in HRO Today Magazine’s 2018 Baker’s Dozen: Relocation Ranking

March 25th 2018 – MSI Global Talent Solutions, a human capital advisory firm that enables companies to improve, grow, and…

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MSI Global Talent Solutions and Move for Hunger Announce Collaborative Effort to Help Feed Families in Need

Hampton, NH February 12th 2018 – MSI Global Talent Solutions, a professional services organization dedicated to helping companies create human…

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Keeping Employees Safe in High Risk Locations

Keeping their global business travelers and assignees safe when visiting high-risk travel locations has become much harder for companies than…

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When looking for work, millennials are unlikely to want to stay home

28 November 2016 / By Nick Royle / Business  / export  / Global Talent Mobility  / HR  / Relocation  / Talent Mobility  / 

If your business needs a mobile workforce, you might have luck finding millennials who are willing to go the extra mile. A study by Mayflower revealed that 59 percent of millennials live somewhere other than the locale they grew up in, with 51 percent of survey respondents claiming to have moved for a job opportunity. This is good news for employers looking to fill entry-level positions that require educated candidates and offer opportunities for travel. With so many millennials on the move, it means you don’t have to stick with the pool of candidates in your local area. Here some ways you can attract millennial talent to your company:

Foster a sense of ownership
When looking for a new career opportunity, millennials want more than a paycheck – they’re interested in working for companies that create a sense of pride and ownership. According to a survey from the Brookings Institute, 64 percent of respondents said they would rather take a job for $40,000 a year that they value over a $100,000 position that doesn’t provide that same sense of value. Your company can foster this experience by focusing on developing a company culture that takes that extra step toward acknowledging employee achievements. By encouraging employees to take ownership of their work, you can motivate workers to be more productive without having to crack the whip. For some businesses, creating ownership might be taken literally in the form of shareholder options, for others it mean developing reward programs for hard work and accomplishments.

Many millennials are looking for jobs that allow them to stay mobile.Many millennials are looking for jobs that allow them to stay mobile.

Provide travel opportunities
Previous generations might have looked at business trips as necessary, yet annoying. A trip meant a loss of valuable time at the office and disruption of family life. Nowadays, millennials might look at these same trips as opportunities to expand their networks and see more of the world. Plus, modern technology makes going on assignment easier than ever, both from the perspective of the employee and the managers. There are a plethora of smartphone apps that make every aspect of travel simple, from book flights to logging expense reports. Plus, many millennials are waiting to have children, according to Bloomberg, which makes arrangements for long-term assignments even easier and more affordable.

Be flexible
Fortune Magazine noted that millennials put a greater emphasis on work-life balance than previous generations. While your company might not be able to completely do away with the 9-to-5 schedule, it’s worth exploring other ways to create a more flexible work schedule. Jobs that are done primarily from a computer workstation could be done from home a few times a week, for instance. Investing in screenshare and video calling software for remote workers is another options. Even offering PTO as bonus can be inciting to millennial employees. This is a good area to get creative with incentive options.

What’s your hiring strategy for millennial talent? Let us know about by tweeting @MSIGTS.

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