Want more A-players to sign on in 2019?

As you well know, millennials are flooding into the food and beverage industry – and up through the management ranks. Experts predict that by 2025, millennials will comprise 75% of the workforce.

If you want to stay competitive in the hiring market, you need to give millennials what they want.

Beyond a competitive paycheck, great perks, workplace flexibility and clear career paths, how can you make your jobs irresistible to this workforce demographic? Pay attention to these organizational factors today’s career-minded professionals really want:

Related post: How to Create Irresistible Food & Beverage Job Offers

What Millennials Want: Social Purpose

More than prior generations, millennials have high expectations of food & beverage employers when it comes to social purpose and accountability; they want to work for organizations that uphold these values. A study by Cone Communications shows that:

  • 76% of millennials consider an employer’s social and environmental commitments when deciding where to work.
  • 83% of millennials would be more loyal to a company that helps them contribute to social and environmental issues.
  • 75% of millennials say they’d take a pay cut to work for a socially responsible company.

What is social purpose? More than charitable giving, social purpose is a commitment to social good that’s woven into the very fabric of your organization’s culture. It’s created by converging economic and social goals, so that day-to-day business decisions drive both profits and the pursuit of your social mission.

In the coming years, corporate social values will become an increasingly important job attraction factor. Food & beverage organizations that craft a focused social purpose that’s measurable, aligned with business objectives, and clearly communicated to candidates during the hiring process will win the war for talent.

What Millennials Want: High Trust

While boomers may be accustomed to a command-and-control environment, where bosses issue directives and assess performance during annual reviews, millennials typically perform best in a high-trust environment. Not surprisingly, they’re attracted to organizations where managers live up to their commitments, and where employees are empowered and trusted to perform their job.

To foster greater trust in your organization – and use it to your recruiting advantage:

  • Coach; don’t micromanage. Millennials crave mentors, coaches and managers who guide, inspire and educate them. They want the opportunity, resources and freedom to accomplish their work free from unnecessary rules and constraints. Make sure your organization is one that: equips your employees to perform; provides frequent feedback to course-correct when necessary; and trusts people to execute their responsibilities.
  • Build a culture where leaders honor commitments. Create an environment in which employees can really trust managers to fulfill promises. In addition to building your reputation as a high-trust workplace, you’ll foster greater loyalty, teamwork and productivity among current employees.
  • Clearly communicate your employment brand. Emphasize the trust factor – and what your food & beverage organization does to build and maintain it – everywhere active and passive candidates interact with your brand: your career site, individual job postings, social media sites, recruiting collateral and more.

Need to make a key executive food & beverage hire in 2019?

From purchasing managers to C-suite executives, HR to QA, Kinsa’s food & beverage recruiters can help you hire your ideal.

Make Kinsa Group your food and beverage search partner. Contact us today.

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