Every business, whether big, small, or in-between, wants to attract the smartest people. The large, corporate enterprises have an advantage with their pitches at graduate fairs and promises of bright shiny careers. But this is the time of the so-called millennial generation and these tech-savvy people are not automatically drawn to the corporate world, many shy away from what they see as an inflexible working life in a straitjacket and prefer working for smaller flexible companies where they can contribute and make a difference.

This is because the world of work has changed and the so-called millennials are in the brave new world of digital innovation. Uber, the world's largest taxi company doesn't own any taxis, Airbnb the world's largest accommodation provider doesn't own any real estate, and Alibaba the world's most valuable retailer valued at over $66 billion doesn't have any inventory.

And let's not forget Netflix the world's largest movie house that doesn't own a single cinema, Skype one of the world's largest phone companies that do not have any telco infrastructure and the newbie SocietyOne, one of the world's fastest growing banks that doesn't actually have any money. It simply connects borrowers and investors over a peer to peer network.

The smartest generation

This is the world of millennials who are often dubbed the smartest generation because they’ve grown up with smart technology. Their birth years start from the 1980s through the mid-1990s and into the early 2000s. Having this tech-literate talent onboard is boon for any company in this rapidly digitally expanding age. This generation didn’t just grow up with this technology, they invented it and are on the front foot when it comes to recognizing and adopting new technologies.

Any company looking to attract the smartest talent need look no further. The tech-savvy have more positive attitudes about technology than other generations and are the most likely to say that technology makes life easy rather than harder. They are also the most likely to say technology brings people closer together and that technology allows people to use their time more efficiently.

Old fashioned doesn’t cut it

Old fashioned workplaces with old fashioned rules don’t appeal to this generation. They take it for granted that technologies such as VPNs (virtual private networks) are already in place for secure remote working. They would expect cybersecurity to also be a given and frown to discover computing devices are not protected or each device is individually managed, given that it is unnecessarily time-consuming.

If you are interested in attracting the digitally smart to your company it’s helpful to consider the following points:
  • So many current jobs can be handled virtually so it pays to offer flexible schedules and work-at-home options. This says to the employee ‘we trust you.’ And the fact is that many people often work harder at home.
  • Another point to consider is to not make the tech-savvy conform just for conformity’s sake. With the internet at their finger-tips, this generation sees innovative new ideas every day. They are used to trying new things and seeing what works and they value freedom of expression.
  • If a tech-savvy employee suggests a new way to do things, and you reject their idea, it needs to be for a very good reason. Their ideas are just as valid and shouldn’t be diminished simply because it’s a new person in the company. It makes them feel valued which cements loyalty.
  • The days of graduating from college and getting a job for life are long gone. In some industries it might still apply but for the tech-savvy it’s an alien concept. 
  • The digitally astute understand that employees can do everything right, and still get laid off with little notice.  This isn’t a lack of loyalty rather it’s a view that is shaped by hard reality and informed by their unlimited access to information.
  • If you want your millennial workers to value the opportunity to work for your company, you need to demonstrate that you value your employees’ contributions in return. 
  • It’s important to offer opportunities that advance and develop this generation in their roles. If they sometimes come across as fickle job-hoppers, perhaps it’s because there’s no room for advancement at their current companies. Perhaps they’ve hit a boredom threshold and need a new challenge and in the digital economy new opportunities arise every day.
  • Ask them what they want from their jobs. They generally won’t be shy about sharing their opinions and may have some insight and perspectives that you don’t.  
For the sake of the future
 
It’s also important that you have what they would consider basic technologies in place such as VPNs and BullGuard Small Office Security which protects and manages all devices from a cloud-based dashboard to deliver safe, flexible working. A free, no strings attached, a 3-month cybersecurity is currently available, check it out.
 
Of course it’s not a question of having technology in place for the sake of new employees; that would clearly be too much. But these technologies benefit every business every day.We have seen this clearly with the uptake in VPN usage as millions of people work from home while the need to protect end devices becomes ever more urgent amid a deluge of Covid-19 related malware.

We can’t ignore digital innovation, to do so is like signing a death warrant because businesses that do simply get left behind. We have to embrace digital innovation and this includes cybersecurity. Digital innovation is already here, but it’s also the future. And the tech-savvy generation understands this better than anyone which is why it’s good to have them on board.