The internet is filled with advice for job seekers, from what they can expect to be asked in interviews to what companies are looking for and how to tailor themselves to those expectations. But sometimes we forget it takes two to tango. The best employer-employee matches happen when candidates feel like the company fulfills what they’re looking for, too.
This is especially evident in the competitive tech startup landscape, where companies draw talent by differentiating themselves from ‘normal corporate culture’. So what are talented millennial candidates looking for when they scout out opportunities? We asked young job seekers at the innovative tech recruiting fair NYC Uncubed. Here are some of the questions they told us they’re asking companies:
1. How diverse is your staff?
As buzzy a word as ‘diversity’ is, candidates recognize how important it is for their work environment. Nishank Shinde, a soon-to-be software engineer graduate from the University of Pennsylvania, says joining a team with different backgrounds and diverse ways of thinking is exciting to him. He’s seen it have a huge impact on whether projects are successful.
Ash, a front-end developer, said globally diverse work environments are important to him, citing the Apple’s global workforce as one of their major strength.
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2. What impact are you making?
Many of the candidates we spoke to say impact matters when finding the ideal company. The unquestioning mentality of following orders is beginning to change because millennials want to know the “why.”
“I want to be a part of a company that solves a real issue,” Ash told us. After working at a big consulting firm for a few years post-college, he left to look for work with a tangible impact.
Jon, who just finished a web developer course at General Assembly, echoed the sentiment: “I just like solving problems.”
Lewis, who worked long hours in finance for a couple of years before moving on, said he wants to work for a company where his work has meaning. He looks for that now, when scoping out new opportunities.
3. Are flexible hours an option?
In many industries, 9-5 isn’t just a well-worn term—it’s an expectation. Being absent from your desk during these crucial hours might be an immediate red flag for your boss. This is evolving quickly in the tech world.
Nishanke told us that after working in a flexible environment for a previous company, he’s come to expect future companies will offer the same. Rather than focusing on the hours employees are in their chairs, the focus should be on the work they get done.
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4. How will I grow and learn here?
The “entitled millennial” is already a pervasive stereotype among managers and later generations. But the way many job candidates see it, if they’re going to spend their time making their companies better, they want the same investment in return.
Nishank shared that one thing he always makes sure to ask companies is what kind of advancement opportunities they offer. Linda corroborated: “I want a place where I get to learn, and I can be promoted from within.” Companies looking to attract great talent should be able to convey clear paths of advancement.
5. What opportunities are there to build my network?
One of our biggest career assets is our personal and professional network. Yet many companies see out-of-office meetings and socializing as a waste of time.
Many candidates said their dream company would encourage them to meet with new people and network. This should be a no brainer for companies, because the more robust your employees’ networks, the more valuable they’ll be in the work they do for you.
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6. What is the office culture like?
“This is more important than salary,” Ash explained. An environment of honesty and compassion goes a long way in keeping employees happy. Plenty of companies “would hire me for the skills I have,” he said, “but if I burn out it’s not worth it.”
Lewis told us he’ll often ask a recruiter what their opinion of the culture is, and “what they’re excited about in their job,” to get a sense of this. The trick for companies isn’t just to have effective spokespeople, but to actually build a culture of transparency, flexibility and understanding.
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