Would you turn down a job because they wouldn’t let you Tweet or use Facebook at work? How about making you use a BlackBerry instead of an iPhone? For many Millennials, these questions are increasingly more important than salary when it comes to finding work.
According to a recent study, Millennials (Young people the study defines as having been born between 1976 and 2001.) prioritize “meaningful work” over salary when it comes to employment. And one in three said freedom to use social media, use the devices of their preference and “work mobility” are more important than salary when it comes to accepting a job offer.
The University of North Carolina’s Kenan-Flagler Business School teamed up with the Young Entrepreneurs Council and their #FixYoungAmerica campaign to develop an infographic intended to guide employers on how to successfully manage Millennials.
Social media looms large for Millennials, who, by 2020, will make up 46 percent of the American workforce. The study indicates that 64 percent ask about corporate social-media policies during job interviews and nearly one quarter said “it would be a key factor in accepting the offer.”
Data included in the infographic show that Millennials shift “their attention between media platforms like laptops, Smartphones, tablets and television 27 times per hour on average.” By comparison, the study found that older generations do so about 17 times per hour on average
The infographic, which compiles data from sources including The Next Web, comScore, Pew Research Center, Buzz Marketing Group, and more, includes a final section on how employers and organizations can retain the best and brightest of the millennial generation.
Eighty percent of Millennials surveyed preferrred “real-time feedback” and “frequent check-ins” over traditional performance reviews, which the infographic’s creators incorrectly refer to as flattery.
While 70 percent of Millennials hope to change jobs once the economy improves, which means employers need to make room for them within their companies if they hope to keep their youngest employees on board after the recession.